Balancing Parenthood and Employment: Factors Affecting Company Receptiveness to Family-Related Innovations in the Workplace

McNeely, R. L.; Fogarty, Barbe

doi:10.2307/584319

Cited by 24 publications

(5 citation statements)

References 10 publications

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“…One relevant line of research is research on double bind beliefs (Jamieson, 1995), which are contradictory beliefs that are entrenched in our everyday discourse. Other ecological facets include stereotypes about the role of mothers (Etaugh & Nekolny, 1990;Hertz, 1997;Riedle, 1991), and the inadequacy of organizational and supervisor support for employed mothers (Costello, Stone, & Dooley, 1996;Hyde, 1995;McNeely & Fogarty, 1988;Seyler, Monroe, & Garand, 1995;Shuster, 1993).…”

Section: The Process Of Employed Mothers' Adaptationmentioning

confidence: 99%

The Role of Husbands' Supportive Communication Practices in the Lives of Employed Mothers

Edwards¹

2006

Marriage & Family Review

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This manuscript has been reproduced from the microfilm master. UMI films the text direct^ fix>m the original or copy submitted. Thus, some thesis and dissertation copies are in typewriter firc^ \riiile others may be fi'om aity type o f computer printer. The quality o f this reproduction is dependent upon the quality of the copy submitted. Broken or indistinct print, colored or poor quality illustrations and photographs, print bleedthrough, substandard margins, and improper alignment can adversely afifect reproduction. In the unlikely event that the author did not send UMI a complete manuscript and there are missing pages, these will be noted. Also, if unauthorized copyright material had to be removed, a note will indicate the deletion. Oversize materials (e g., maps, drawings, charts) are reproduced by sectioning the origirud, b%inning at the upper left-hand comer and continuing from left to right in equal sections with small overlaps. Each original is also photographed in one exposure and is included in reduced form at the back o f the book. Photographs included in the original manuscript have been reproduced xerographicalty in this copy. Higher quality 6" x 9" black and white photographic prints are available fiar any photographs or illustrations appearing in this copy fi)r an additional charge. Contact UMI directly to order.

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Section: The Process Of Employed Mothers' Adaptationmentioning

confidence: 99%

The Role of Husbands' Supportive Communication Practices in the Lives of Employed Mothers

Edwards¹

2006

Marriage & Family Review

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“…Contemporary research on work and family recommends that organizations think creatively about traditional concepts such as careers, flexibility and working hours (Bailyn, 1993;Eaton & Bailyn, 1999;Lambert, 1999;McNelly & Fogarty, 1995;Raabe, 1996;Swanberg, 1997) as a strategy to keep valued, highly productive employees. Yet, research findings presented in this paper demonstrate how traditional workplace practices with unconscious gendered assumptions unknowingly generate strain for employees and impedes the creation of new ideas about jobs, tasks and workloads.…”

Section: Discussionmentioning

confidence: 99%

Illuminating gendered organization assumptions

Swanberg¹

2004

Community, Work & Family

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An important step in creating a family-friendly organization: a case studyOne key to why organizations have been less successful at integrating a work-family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work-family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and 'front-line' female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.Keywords gendered organizations; work-family; organizational change Un factor clave en la falta de éxito de organizaciones en sus intentos de integrar asuntos laborales-familiares a la cultura de la organización es que los lugares de trabajo no han considerado como suposiciones de género influyen en las prácticas, políticas y culturas de los lugares de trabajo. Este artículo presenta un marco téorico para considerar como suposiciones sobre roles de género han obstruido intentos organizativos de ofrecer más apoyo a las familias (ser mas 'family-friendly'). Además, este articulo utiliza un estudio organizativo para ilustrar este punto. Concretamente, la teoría de Acker 1990 de organizaciones ageneradas se utiliza para formular un análisis de entrevistas de 30 empleados. Los datos sugieren que suposiciones de género organizativas, inherentes a varias políticas y prácticas en lugares de trabajo, contribuyen a la tension que sienten los empleados y que está relacionada con las exigencias de la vida, tanto dentro y fuera del trabajo. Además, los resultados indican que estas suposiciones de género organizativas impiden que las organizaciones fomenten, en los lugares de trabajo, culturas sensibles a las necesidades de los empleados en asuntos laborales, familiares y personales. Se presenta un breve resúmen del campo interdisciplinario laboral-familiar, seguido por una discussión de organizaciones ageneradas. A continuación, este papel utiliza datos de entrevistas con los directives y los trabajadores de primera linea, masculinos y femeninas, empleados de un gobierno municipal, para examinar como las pra...

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“…legislative agendas during the past decade (Hopper and Zigler, 1989;Hyde, 1991;Moynihan, 1986;Peden and Glahe, 1986;Wisensale, 1989;and Zigler and Frank, 1988). Equally important, the corporate sector also began to respond to the specific needs of changing family structures (Bowen, 1988;Christensen, 1989; Galinsky, Friedman, and Hernandez, 1991;Hewitt hssociates, 1990; Kamerman and Kahn, 1987;McNeely and Fogarty, 1988; Raabe and Gessner, 1988; Trzcinski and Alpert, 1990; and the US Department of Labor, I 990).…”

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confidence: 99%

Family Leave Policy in the United States

Wisensale

1994

Soc Policy Adm

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Between 1987 and 1993 twenp states and the federal government adopted famiry leave policies. None included any wage replacement. The similarities and di fferences among these policies are dtscussed within the context of six major categories: employees covered, company size, length of leave, eligibility, coverage of benefits, andjob guarantee. Also discussed is the feasibility of adopting some type of wage replacement as well as the future of famiry leave in light of the changing demographics of America's families.

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Balancing Parenthood and Employment: Factors Affecting Company Receptiveness to Family-Related Innovations in the Workplace

Cited by 24 publications

References 10 publications

The Role of Husbands' Supportive Communication Practices in the Lives of Employed Mothers

The Role of Husbands' Supportive Communication Practices in the Lives of Employed Mothers

Illuminating gendered organization assumptions

Family Leave Policy in the United States

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