The Cost Perception of Work -Family Support Practice use and the Moderated Impact of Psychological Contracts in Japan

2021 ◽  
Vol 93 ◽  
pp. 29-40
Author(s):  
You-Jin Lim
Keyword(s):  
Family Support ◽  
Psychological Contracts ◽  
Work Family ◽  
The Cost

scholarly journals Women Entrepreneurship across Nations

2016 ◽  
pp. 189-216 ◽  
Author(s):  
Suja R. Nair
Keyword(s):  
Economic Growth ◽  
Family Support ◽  
Women Entrepreneurs ◽  
Female Entrepreneurs ◽  
Male And Female ◽  
Women Entrepreneurship ◽  
Significant Contributor ◽  
The Past ◽  
Work Family ◽  
The Many

Since the past two decades the concept of women entrepreneurship has gained recognition as a significant contributor towards the economic growth of the country. This can be attributed to the many encouraging factors like family support, flexibility in work family schedule, encouraging policies etc. Nevertheless, there also exist certain barriers that hinder their path of progress. In the context of globalization today, women entrepreneurs across nations are also engaged in identifying opportunities for further growth. In this pursuit they face a number of challenges amidst the opportunities. The chapter intends to make a contribution to the topic of women entrepreneurship by examining what initiates entrepreneurship among individuals, comparison between male and female entrepreneurs, factors that encourage women entrepreneurs as well as those that inhibit their growth and on ways to overcome the challenges they face.

The “dark side” of organisational career growth

2019 ◽  
Vol 41 (2) ◽  
pp. 152-167 ◽  
Author(s):  
Paola Spagnoli ◽  
Alessandro Lo Presti ◽  
Carmela Buono
Keyword(s):  
Family Support ◽  
Direct Effect ◽  
Family Conflict ◽  
Process Analysis ◽  
Mediation Effect ◽  
Dark Side ◽  
Work Family Conflict ◽  
Content Type ◽  
Career Growth ◽  
Work Family

Purpose The purpose of this paper is to investigate the role of organisational career growth (OCG) in the process linking organisational work–family support and work–family conflict. Design/methodology/approach Since previous contributions reported theoretical and empirical evidence of possible gender differences in this process, a moderated mediation model was examined including gender as moderating variable of both direct and indirect effects. Conditional process analysis was used to test the hypotheses on a sample of 507 Italian employees who were also parents. Findings Results showed a significant mediation effect of OCG in the relationship between organisational work–family support and work–family conflict. Furthermore, evidence of a moderated effect of gender was found in the way that the negative direct effect of organisational work–family support on work–family conflict was stronger among women, whereas the direct effect of OCG on work–family conflict was significant only for men. Originality/value This is the first study addressing the possible negative effect of OCG on a specific target of employees.

scholarly journals The Mother’s Perspective: Factors Considered When Choosing to Enter a Stay-at-Home Father and Working Mother Relationship

2017 ◽  
Vol 11 (4) ◽  
pp. 1260-1268 ◽  
Author(s):  
Cassie Rushing ◽  
Misti Sparks
Keyword(s):  
Cost Benefit ◽  
Contributing Factors ◽  
Life Balance ◽  
Working Mother ◽  
Biological Children ◽  
Decision Making Factors ◽  
Cost Benefit Ratio ◽  
Work Family ◽  
The Cost ◽  
At Home

A qualitative study was conducted to examine the decision-making factors of entering a stay-at-home father and working mother relationship based on the mother’s perspective. A total of 20 married, heterosexual, working mothers with biological children aged 1 to 4 years were asked questions regarding how they decided to enter a stay-at-home father and working mother relationship as well as contributing factors to this decision. The findings presented in this article were part of a larger study that examined mothers’ overall perspectives of the working mother stay-at-home father dynamics. The themes that emerged regarding how the decision was made to enter this kind of relationship were creating a work–family life balance, utilizing the cost-benefit ratio, and applying personality/trait strengths.

Social Support, Work-Family Conflict, and Emotional Exhaustion in South Korea

2013 ◽  
Vol 113 (2) ◽  
pp. 619-634 ◽  
Author(s):  
Soojin Lee ◽  
Seckyoung Loretta Kim ◽  
Eun Kyung Park ◽  
Seokhwa Yun
Keyword(s):  
Social Support ◽  
South Korea ◽  
Family Support ◽  
Emotional Exhaustion ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Work Family ◽  
Work Interference With Family ◽  
The Relationship ◽  
Work Interference

With an increase of female workforce and dual-earner families, work-family conflict has received particular attention. Using a sample of 159 employees in South Korea, this study examined whether work-family conflict mediated the relationship between social support and emotional exhaustion. Supervisor and family support were found to be related negatively to two different aspects of work-family conflict, i.e., work interference with family and family interference with work, respectively. Also, each dimension of work-family conflict was associated with employees' emotional exhaustion. The relationship between supervisor support and emotional exhaustion was mediated by work interference with family; whereas, the relationship between family support and emotional exhaustion was mediated by family interference with work. Implications and future research directions are discussed.

Organizational Support Factors and Work–Family Outcomes: Exploring Gender Differences

2015 ◽  
Vol 38 (11) ◽  
pp. 1520-1545 ◽  
Author(s):  
Malissa A. Clark ◽  
Cort W. Rudolph ◽  
Ludmila Zhdanova ◽  
Jesse S. Michel ◽  
Boris B. Baltes
Keyword(s):  
Gender Differences ◽  
Family Support ◽  
Organizational Support ◽  
Intent To Quit ◽  
Men And Women ◽  
Family Outcomes ◽  
Working Adults ◽  
Family Balance ◽  
Work Family ◽  
The Relationship

The present study examines the relationship between a variety of organizational support factors and work–family outcomes, as well as gender differences in these relationships. A random sample of 229 working adults completed phone surveys, and multiple regression analysis was used to test the proposed relationships. Results showed that certain types of support may differentially benefit women and men, highlighting the value of having a supervisor and organization supportive of work–family balance. For example, having a supportive work–family supervisor was related to lower negative work–family spillover and intent to quit for women, and higher job satisfaction for men. Telecommuting use, on the other hand, was more beneficial for men than women in our sample. Given these findings, organizations should be aware that certain forms of support—particularly supervisor work–family support—may benefit men and women through different mechanisms.

Modeling Employee and Business Outcomes of Work-Family Support Policies: A Multilevel Approach

2015 ◽  
Vol 2015 (1) ◽  
pp. 14128
Author(s):  
Margarita Mayo ◽  
Jie Cao ◽  
Shainaz Firfiray ◽  
Juan I. Sanchez
Keyword(s):  
Family Support ◽  
Multilevel Approach ◽  
Business Outcomes ◽  
Work Family
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