ISSN:0090-4848    

DOI:10.1002/hrm.3930310301

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930310302

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractAmerican companies' work‐family programs and practices are lagging behind workers' changing needs and values. It is still common for employees to face antifamily discrimination by employers. The cost is seen in a decline in productivity, in quality of life, and in a loss of workers from the labor force. © 1993 by John Wiley&Sons, I

ISSN:0090-4848    

DOI:10.1002/hrm.3930310303

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractInterviews with 300 male managers on their parenting style revealed obvious patterns. People's understanding of how much and in what intricate ways the reward systems of work and family affect one another is beginning to increase. The themes examined are (1) the inappropriate application of office managerial style, with its explicit tasks, to the implicit needs of family and friends, (2) the emotional spillover of work life into home life, (3) the different, often unspoken, agendas that fathers and children have when they do spend time together, and (4) the difficulty of switching roles from manager at work to father at home. The article concludes with strategies for change that were gleaned from the managers who were interviewed. © 1993 by John Wiley&Sons, Inc

ISSN:0090-4848    

DOI:10.1002/hrm.3930310304

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractData collected on white‐collar and services sector jobs in over 20 large corporations show both the enormous demand from employees for more flexibility in the workplace and the considerable resistance to it by supervisors. The interest in more flexible work practices stems from the tremendous time constraints faced by the many employees with significant family responsibilities. Current practices, schedules, and management philosophy are no longer adequate for workers in this important segment of the labor force and impede them from being as productive as they could be. The major barriers and enablers to flexibility are discussed, and the data on benefits are reviewed. It is argued that if progress toward a more flexible workplace is to continue, the emphasis will have to shift from a strategy of accommodating valued employees to new ways to manage and organize how work is done. © 1993 by John Wiley&Sons, I

ISSN:0090-4848    

DOI:10.1002/hrm.3930310305

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractThe ability of people to deal constructively with the needs of work and of family depends on the kind of work they do; the organization that employs them; and the economic, social, and national context in which they live. This article compares the responses to this issue in the United States, Britain, and Sweden. In the United States, the effort has been to allow women to meet male work demands. In Britain, the emphasis has been on providing flexible arrangements for mothers who work. In neither case has there been any attempt to change the rules for career success or to deal with gender roles in the family. Sweden, however, has made the effort to try to equalize gender roles. This makes many aspects of life easier, but women still are seldom found in top positions. These differences in national context determine the kinds of responses that organizations can make to the family needs of their employees. Their implication for the United States response is discussed in the paper. © 1993 by John Wiley&Sons, Inc

ISSN:0090-4848    

DOI:10.1002/hrm.3930310306

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractCorporate America began to explore employees' child‐care responsibilities approximately fifteen years ago, yet today less than 1 % of US companies offer some form of childcare assistance. One of the primary reasons cited for companies' general reluctance to embrace family‐oriented benefits for employees is the lack of data demonstrating that these initiatives result in productivity gains. This article examines the work‐family and productivity research undertaken to date and suggests that to understand how corporate family‐responsive initiatives affect the work place it is necessary (a) to expand the inquiry from a narrow focus on corporate productivity or efficiency gains to a broader assessment of organizational effectiveness and (b) to frame the question within a corporate or organizational culture context. © 1993 by John Wiley&S

ISSN:0090-4848    

DOI:10.1002/hrm.3930310307

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractThe authors address the question of what factors influence the corporate response to work‐and‐family issues, using data from a written survey of companies. They hypothesized that various demographic, organizational, and other characteristics might affect the degree of a business's response. Among their findings are (1) that the percentage of female employees was unrelated to the responsiveness measure when other factors were controlled; (2) that industry and geographic effects were significant; and (3) that companies which regularly survey their employees tended to be more responsive. © 1993 by John Wiley&Sons,

ISSN:0090-4848    

DOI:10.1002/hrm.3930310308

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

摘要:

AbstractPeople experience work‐family conflict when they express different values in work and family roles, when personal values differ from organizational expectations, and when individuals feel that external factors have created these discrepancies. These ideas, and the corresponding strategies for managing value‐based conflicts between work and family roles, are explored. © 1993 by John Wiley&Sons,

ISSN:0090-4848    

DOI:10.1002/hrm.3930310309

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY

ISSN:0090-4848    

DOI:10.1002/hrm.3930310310

出版商:Wiley Subscription Services, Inc., A Wiley Company    

年代:1992

数据来源: WILEY