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.

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.

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

2019 ◽  
Vol 118 (2) ◽  
pp. 7-12
Author(s):  
Ok-Hee Park ◽  
Kwan-sik Na ◽  
Seok-Kee Lee
Keyword(s):  
Financial Performance ◽  
Family Life ◽  
Manufacturing Industry ◽  
Work And Family ◽  
Family Friendly ◽  
The Future ◽  
The Impact

Background/Objectives: 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.

Adaptation to Divorce: The Impact of Role Orientation on Family-Life-Cycle Perspectives

1992 ◽  
Vol 73 (3) ◽  
pp. 159-167 ◽  
Author(s):  
Marion H. Wijnberg ◽  
Thomas Holmes
Keyword(s):  
Life Cycle ◽  
Family Life ◽  
Exploratory Study ◽  
Single Parent ◽  
Family Life Cycle ◽  
Role Orientation ◽  
Work Identity ◽  
The Family ◽  
The Impact

Identifying the role orientation of recently divorced women holds promise for further understanding the divorce process and the family life cycle of nonnuclear families. The authors describe how 30 female heads of family perceived their adaptation to divorce and to the reconstruction and development of their family units. Results of this exploratory study further suggest that the meaning and value a divorced woman attaches to the mothering component of her role as well as the comfort she feels in accepting a work identity affect the ways in which she adapts to being a single parent. The consequences of this adaptation, in turn, alter the content of the family life cycle.

scholarly journals Family-Friendly Policy and Work-Family Conflict Mitigation: The Role of Work-Family Boundary Negotiation

2021 ◽  
Vol 16 (1) ◽  
pp. 17-26
Author(s):  
Hooi-Ching Khor ◽  
Azura Abdullah Effendi
Keyword(s):  
Family Life ◽  
Family Conflict ◽  
Management Practices ◽  
Work And Family ◽  
Work Family Conflict ◽  
Human Resource Policy ◽  
Family Friendly ◽  
Negotiation Style ◽  
Work Family ◽  
Conflict Mitigation

Family-friendly policy is impossible to fit all working individuals. The circumstance has been revealed in work-family literature which relationship between the policy use and the work-family conflict mitigation has been found inconsistent. Little focus is given in the past studies to ensure the human resource policy is truly useful in meeting individuals’ needs. Work, family or both work and family life could be important to individuals. The distinctive life centrality requires individuals to negotiate with the significant others who have influence on their work and family life arrangements to access and use the preferred and needed family-friendly policy. Boundary management practices seem to be useful for working individuals to reduce work-family conflict. This conceptual paper aims to propose work-family boundary negotiation to buffer the relationship of family-friendly policy use and work-family conflict. Boundary theory is the underlying theory embedded to explain the phenomena. Boundary negotiation style that could be employed for accessing the policy and managing work-family boundary effectively is identified. Future directions and implications for research on negotiation in dealing with work-family issue are discussed.

Conflict Segments of Women Employees of IT Sector in India

2012 ◽  
Vol 3 (1) ◽  
pp. 42-53 ◽  
Author(s):  
Aiswarya Balachandar ◽  
Ramasundaram Gurusamy
Keyword(s):  
Family Conflict ◽  
Well Being ◽  
Work Family Conflict ◽  
Moderating Variables ◽  
Women Employees ◽  
The Family ◽  
Work Family ◽  
The Impact ◽  
The Relationship ◽  
Women In India

The growth rate for women entering the workforce is expected to be greater than for men. Therefore it is possible that the financial well-being of the family may no longer fall to the male, it may be shared between the two partners or may be the sole responsibility of a single parent. These trends potentially increase the chance that work could interfere with family (WIF) or that family could interfere with work (FIW).The study is conducted to test the Impact of Organizational Commitment, Job Autonomy, Job Involvement and Climate as moderating variables on Work Family Conflict of Employed women in India. The sample size of 598 is identified and with the application of statistical tools the relationship among the said variables are estimated and its role on the Work family conflict is studied quantitatively.

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.

Family-friendly support programs and work family conflict among Indonesian higher education employees

2015 ◽  
Vol 34 (8) ◽  
pp. 726-741 ◽  
Author(s):  
Tri Wulida Afrianty ◽  
John Burgess ◽  
Theodora Issa
Keyword(s):  
Higher Education ◽  
Family Conflict ◽  
Academic Staff ◽  
Work And Family ◽  
Support Programs ◽  
Work Family Conflict ◽  
Content Type ◽  
Family Friendly ◽  
Work Family ◽  
The Impact

Purpose – The purpose of this paper is to examine the effectiveness of family-friendly programs at the workplace in the Indonesian higher education sector. The focus is the impact that these programs have on employees’ work family conflict. Design/methodology/approach – A survey of academic and non-academic staff from 30 higher education institutions across Indonesia participated in the research. A total of 159 completed questionnaires from 109 academic and 50 from non-academic staff are reported and statistically analysed using SPSS. Findings – Work and family experiences in Indonesia do not positively align with the findings reported in most academic literature pertaining to western societies where the use of family-friendly programs (i.e. flexible work options, specialized leave options and dependent care support) leads to a reduction in employees’ work family conflict. In fact, some of the programs were found to have the opposite effect in the Indonesian context. Research limitations/implications – The design of family-friendly support has to take into account the context in which the policies will operates; these policies are not transferable across countries in terms of their effectiveness. Originality/value – This is one of the first studies that has examined the operation and effectiveness of family-friendly support programs in an Indonesian context.

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