Ceilings and walls: Work-life and "family-friendly" policies.

Sabattini, Laura; Crosby, Faye J.

doi:10.1037/11863-009

Cited by 16 publications

(13 citation statements)

References 40 publications

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“…While the social exchange theory is applied to explain the relationship between satisfaction with child care programs and retention of male employees, it may not be adequate to explain the retention behaviors of female employees. Scholars have highlighted that family and employment are gendered contexts (Guy, 2017;Mastracci, 2013;Sabattini & Crosby, 2009). Despite their employment status and financial contributions, women-in-workforce are still found to share larger responsibility of housework and child care than men (Mastracci, 2013;Sabattini & Crosby, 2009).…”

Section: Child Care Programs and Challenges For Retention Of Female Ementioning

confidence: 99%

“…Scholars have highlighted that family and employment are gendered contexts (Guy, 2017;Mastracci, 2013;Sabattini & Crosby, 2009). Despite their employment status and financial contributions, women-in-workforce are still found to share larger responsibility of housework and child care than men (Mastracci, 2013;Sabattini & Crosby, 2009). Managing the demands of work and family, particularly, child care responsibilities has different implications for women than men (Sabattini & Crosby, 2009).…”

Section: Child Care Programs and Challenges For Retention Of Female Ementioning

confidence: 99%

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Are Federal Child Care Programs Sufficient for Employee Retention? Critical Examination From a Gendered Perspective

Chordiya

2018

The American Review of Public Administration

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The federal government utilizes diversity management and inclusive organizational practices as principal strategies to achieve higher retention of diverse employees. Child care programs are one of the most important diversity management initiatives to enhance employees’ work–life balance and achieve higher retention. However, existing literature suggests that due to gender norms, child care responsibilities and child care programs have different implications for mothers-in-workforce as compared with fathers-in-workforce. Therefore, using 2010 to 2015 federal agency-level longitudinal panel analysis, this study, focuses on a gender-based examination of the effect of satisfaction with child care programs on the retention of male and female federal employees. Also examined is the moderating effect of organizational inclusion on the relationship between satisfaction with child care programs and employee retention. Findings suggest that structural provisions such as satisfactory child care programs are not adequate in enhancing retention of either male or female employees. Satisfaction with child care programs is less likely to increase retention of female employees than male employees. However, as compared with male employees, female employees are more likely to be retained when satisfactory child care programs are combined with inclusive organizational practices. The article discusses implications of these findings for public strategic human resources management, diversity management and inclusion practices, and gender equity.

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Section: Child Care Programs and Challenges For Retention Of Female Ementioning

confidence: 99%

Section: Child Care Programs and Challenges For Retention Of Female Ementioning

confidence: 99%

Are Federal Child Care Programs Sufficient for Employee Retention? Critical Examination From a Gendered Perspective

Chordiya

2018

The American Review of Public Administration

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“…By virtue of the fact that family-friendly policies are generally directed at and adopted by women (Sabattini and Crosby, 2009), they have the potential to cast their recipients as stereotypically female and in need of help. When women, particularly those who experience stereotype threat, are already trying to manage the impressions held by their colleagues, they may view such implications of family-friendly policies as undermining their efforts to distance themselves from the stereotype of their group.…”

Section: Stereotype Threat and Family-friendly Policiesmentioning

confidence: 99%

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

2017

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In their efforts to recruit and retain female employees, organizations often attempt to make their workplaces “family-friendly.” Yet there is little research on how women view family-friendly policies, particularly women who experience gender-based stereotype threat, or the concern of being viewed through the lens of gender stereotypes at work. Pilot research with female managers (N = 169) showed that women who experienced stereotype threat perceived more negative career consequences for utilizing family-friendly policies. We then conducted two studies to further probe this relationship. Study 1 replicated the relationship between stereotype threat and the perceived consequences of utilizing family-friendly policies among women who recently returned to work after the birth of a child (N = 65). In Study 2 (N = 473), female employees who reported feelings of stereotype threat perceived more negative consequences of utilizing family-friendly policies, but they also reported greater intentions to use these policies. Our findings suggest that female employees are susceptible to stereotype threat, which in turn is associated with more negative views of family-friendly policies. Thus, the mere provision of such policies may not create the kind of family-friendly workplaces that organizations are attempting to provide.

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“…Family‐friendly policies are likely to have similar unintended consequences for potential recipients. Family‐friendly policies are often directed at women (Sabattini & Crosby, ), as mothers are more likely than fathers to reduce their work hours and change their work schedule because of childcare concerns (Coltrane, ). The existence of family‐friendly policies may serve to encourage and reinforce stereotypes of women as caregivers (Eagly & Karau, ), which is particularly problematic in organizations, where caregiving is seen as incongruent with leadership roles (Liff & Ward, ).…”

Section: Consequences Of Stereotype Threat At Workmentioning

confidence: 99%

Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice?

Kalokerinos

Hippel

Zacher

2014

Ind. organ. psychol.

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Stereotypes about different groups persist in organizations. Employees from such groups may experience stereotype threat, or the concern that they are being judged on the basis of demeaning stereotypes about groups to which they belong. The goal of this focal article is to discuss whether stereotype threat is a useful construct for organizational psychology research and practice. To this end, we focus on consequences other than acute performance deficits in laboratory settings. In particular, we examine studies that highlight the effects of stereotype threat on intrapersonal outcomes (e.g., job attitudes), interpersonal outcomes (e.g., negotiation), and on the relationship between employees and their organization. The research reviewed suggests that stereotype threat is a potentially important phenomenon in organizations, but it also highlights the paucity of research in an organizational context. We provide suggestions for future research directions as well as for the prevention and amelioration of stereotype threat in the workplace.

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Ceilings and walls: Work-life and "family-friendly" policies.

Cited by 16 publications

References 40 publications

Are Federal Child Care Programs Sufficient for Employee Retention? Critical Examination From a Gendered Perspective

Are Federal Child Care Programs Sufficient for Employee Retention? Critical Examination From a Gendered Perspective

Stereotype Threat and Perceptions of Family-Friendly Policies among Female Employees

Is Stereotype Threat a Useful Construct for Organizational Psychology Research and Practice?

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