Many organizations in Europe offer work-life policies to enable men and women to combine work with family life. The authors argue that the availability of organizational work-life policies can also reduce gender inequality in wages. The authors test their expectations using the European Sustainable Workforce Survey, with data from 259 organizations and their employees in 9 European countries. Multilevel analyses show that organizations that offer work-life policies have a smaller gender wage gap. Their findings also suggest that both the type and number of policies matter. Contrary to their expectations, dependent care policies, such as parental leave and childcare support, are less important for the gender wage gap than flexibility policies. Controlling for organizational culture regarding family supportiveness does not alter the results.

The purpose of this study is to investigate whether the provision of supplemental family leave elicits higher work effort and extra-role behavior in employees. Drawing on arguments derived from signaling theory we test whether the beneficial effects of providing longer or better paid family leave on performance exist for all employees, or whether they are limited to the group who either took advantage of the supplemental leave in the past or is likely to do so in the future. In addition, the mechanism proposed by organizational support theory by which supplemental leave is expected to affect employee performanceby increasing affective organizational commitment-is tested. The hypotheses developed are tested using European multilevel organization-data (Van der Lippe et al., 2016a) on 11,011 employees in 869 departments or teams, and 259 organizations. The results indicate that perceived availability of supplemental family leave relates positively to employees' contextual performance, partially by increasing organizational commitment. This effect is found irrespective of actual use of family leave and is not moderated by characteristics relating to future use such as having young children, being of childbearing age or being female.

The following full text is a publisher's version.For additional information about this publication click this link. http://hdl.handle.net/2066/212455Please be advised that this information was generated on 2024-06-02 and may be subject to change. Article 25fa End User AgreementThis publication is distributed under the terms of Article 25fa of the Dutch Copyright Act. This article entitles the maker of a short scientific work funded either wholly or partially by Dutch public funds to make that work publicly available for no consideration following a reasonable period of time after the work was first published, provided that clear reference is made to the source of the first publication of the work.Research outputs of researchers employed by Dutch Universities that comply with the legal requirements of Article 25fa of the Dutch Copyright Act, are distributed online and free of cost or other barriers in institutional repositories. Research outputs are distributed six months after their first online publication in the original published version and with proper attribution to the source of the original publication.

Working part-time can potentially be a great means of reducing worklife conflict for parents of young children. However, research has not univocally found this attenuating relation, suggesting it may not be universal, but rather contingent on other factors. This study investigates whether the relation between part-time work and worklife conflict is contingent on workplace support and gender. Results show that short part-time work (<25 h) relates to lower levels of work-life conflict for both women and men. We find some evidence that workplace support affects this relation: short part-time working women in an organization with a family supportive organizational culture had lower levels of work-life conflict than short part-time working women in organizations with an unsupportive organizational culture. For men working short part-time we find tendencies in the same direction, although this falls short of conventional statistical significance. In addition, long part-time work (25-35 h) is not significantly related to (lower) work-life conflict for either women or men. In line with previous research, managerial support is found to be linked to lower levels of work-life conflict, irrespective of whether one works full-time or part-time. Notably, the relation between working part-time and work-life conflict does not differ for mothers and fathers, suggesting that this work-family policy could help both men and women reduce work-life conflict. RÉSUMÉ Travailler à temps partiel peut potentiellement être un excellent moyen de réduire les conflits entre le travail et la vie personnelle pour les parents de jeunes enfants. Toutefois, les recherches n'ont pas trouvé univoque cette relation atténuante, suggérant qu'elle ne peut pas être universelle, mais plutôt subordonnée à d'autres facteurs. Cette étude examine si la relation entre travail à temps partiel et le conflit entre travail et vie personnelle dépend de sexe et de soutien du milieu de travail. Les résultats montrent que le travail à temps partiel court (< 25 heures) est lié à la réductions des conflits entre le travail et la vie personnelle des hommes et des femmes. Nous trouvons des preuves que le soutien au travail affecte cette relation: quelques femmes qui travaillent à temps partiel dans une ARTICLE HISTORY