Improving Work–Life Balance for Female Civil Servants in Law Enforcement: An Exploratory Analysis of the Federal Employee Paid Leave Act

Yu, Helen H.

doi:10.1177/00910260211046560

Cited by 10 publications

(5 citation statements)

References 34 publications

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“…With seven articles, the Information Technology sector was in the lead(CHINA, 2022; Ganguly et al, 2022;Murti & Martdianty, 2021;Nagar, n.d.;Rusdha & Edirisooriya, n.d.;Scholar, 2021) followed by three articles each from the hospital (Gurung & Bastola, 2022;Khalid & Rathore, 2018;Shiffer et al, 2018), the banking (Hsu et al, 2019;Kabir et al, 2022;Scholar, 2021), the aviation (Aziz & Vinodhini, 2021;Shakir & Noorani, 2014;Van Den Berg et al, 2019), education centre (Alfarran, n.d.;Basak & Akter, 2022;Mahardika & Aima, 2022) and services (Bhat et al, 2022;Rodríguez-Modroño & López-Igual, 2021;Seo & Park, 2021). Followed by one article each from the hotel (Mowaiye et al, 2022), manufacturing sector (Ganiyu et al, 2020), law enforcement (Yu, 2021) and insurance sector (Vigneshwaran et al, n.d.). It was not unexpected to find that most work-life research was concentrated in information technology (IT).…”

Section: Methods Of Investigation With Empirical Researchmentioning

confidence: 99%

Work-Life Balance Policies and Organizational Outcomes: A Qualitative Investigation

Shaikh,

Chandio

2024

BBE

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Increased globalisation and modernisation over the last decade have led to a greater focus on firms adopting work-life balance (WLB) policies to increase employee preservation. This research examines the relevance of work-life balance programmes and policies and their impact on organisational outcomes. Due to demographic and socioeconomic shifts, work-life balance (WLB) has become a significant issue for many businesses. This study intended to re-examine the idea of work-life balance from the perspective of employees in the banking and IT sectors. According to the results, work-life balance is influenced by an organisation's family work culture and personal characteristics such as time management and family support. There were no noticeable variations regarding work-life balance between workers with different family structures and those in the two analysed sectors. A recent poll reveals that IT, airline and banking personnel have similar perspectives on work-life balance.

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Section: Methods Of Investigation With Empirical Researchmentioning

confidence: 99%

Work-Life Balance Policies and Organizational Outcomes: A Qualitative Investigation

Shaikh,

Chandio

2024

BBE

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“…Some may not use the policy due to unavailability or a lack of awareness. Others may be reluctant to use policy benefits because they fear adverse career outcomes, such as wage penalties, reduced promotion opportunities and decreased mobility within and across organizations (i.e., flexibility stigma; Chung, 2020; Drago et al, 2005; Yu, 2022). In this vein, studies identify that employee support (i.e., organizational and supervisory support) and related organizational environment promoting work–life balance are determinants of work-life balance policy use (Blair-Loy & Wharton, 2002; Kim & Mullins, 2016; OPM, 2018).…”

Section: Theoretical Linkages and Hypothesesmentioning

confidence: 99%

The Effect of Perceived Organizational and Supervisory Support on Employee Engagement During COVID-19 Crises: Mediating Effect of Work-Life Balance Policy

Lee

Shin

2023

Public Personnel Management

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This article examines how organizational and supervisory supports, directly and indirectly, impact employee engagement in U.S. federal agencies during the COVID-19 pandemic. This study applies two analysis models for two different sample groups: federal workers who were required to be physically present at a worksite during the pandemic and those who were not required to do so. Drawing from the sampling frame comprised of “permanently employed, non-political, non-seasonal, full- or part-time federal employees” in pay status as of October 2019, the findings from the U.S. Federal Employment Viewpoint Survey 2020 indicate that organizational and supervisory supports directly impact employee engagement regardless of employees’ work arrangements. However, work engagement is not increased by organizational and supervisory supports that actively encourage employees to use conventional incentives such as work–life balance policies. At the organizational level, this study suggests the need to redesign strategies to motivate public agents to engage in the agency’s mission because conventional and systemic employee support may be ineffective as currently designed. Overall, this study sheds more light on existing studies of public human resource management by examining employee engagement according to work arrangements during the pandemic.

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“…"As the nation's largest employer, the federal government plays an important role in ensuring equal pay for equal work, including serving as a model for other employers" (GAO, 2020, p. 47). Federal workplaces offer policies like paid parental leave, which federal employees feel can improve work-life balance for female workers (Yu, 2022), and standardized pay schedules. Standardized pay systems reduce wage variation and are associated with smaller gender pay gaps (Blau & Kahn, 2000;Rubery et al, 1997).…”

Section: The Gender Wage Gap In the Federal Workforcementioning

confidence: 99%

Women’s Place in the National Park Service: Earning Equal Pay

Raile

2023

Public Personnel Management

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In most workplaces, women earn less than their male counterparts. The gender pay gap has multiple, complex, interrelated causes. Federal organizations follow several best practices to work to reduce pay inequity based on gender, but some of these practices risk institutionalizing tendencies toward gendered organizational structures and confounding maleness with the constructions of idealized workers. The National Park Service (NPS) is the context in which these constructs are applied to examine differences in pay based on gender. Collaborating with the NPS Office of Equal Opportunity, anonymized employee-level data were utilized in a regression-based analysis to control for multiple factors influencing pay. The analysis allowed for statistical control for the effects of multiple relevant factors on NPS employee pay—moving beyond descriptive information. The results showed some patterns of gender pay inequity that can be explained by occupational segregation rooted in an understanding of gendered organizations and occupational identities that favor maleness. Concrete applications to address the discrepancies in pay found in the analysis are presented.

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Improving Work–Life Balance for Female Civil Servants in Law Enforcement: An Exploratory Analysis of the Federal Employee Paid Leave Act

Cited by 10 publications

References 34 publications

Work-Life Balance Policies and Organizational Outcomes: A Qualitative Investigation

Work-Life Balance Policies and Organizational Outcomes: A Qualitative Investigation

The Effect of Perceived Organizational and Supervisory Support on Employee Engagement During COVID-19 Crises: Mediating Effect of Work-Life Balance Policy

Women’s Place in the National Park Service: Earning Equal Pay

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