The Second Work-Life Balance Study: Results from the Employer Survey: Main Report

Woodland, Stephen; Simmonds, Nadine; Thornby, Marie; Fitzgerald, Rory; McGee, Alice

doi:10.1037/e589452011-001

Cited by 16 publications

(16 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Other determinants that are found in some studies but not others are publicsector and unionization (Dex & Scheibl 1999;Evans, 2001;Guérin & al. 1997;Ingram & Simons, 1995;Wood & al., 2003;Woodland, Simmonds, Thornby, Fitzgerald & McGee, 2003). Table 1 summarizes these findings.…”

Section: Introductionmentioning

confidence: 75%

Organizational work–life initiatives: context matters

Ollier‐Malaterre¹

2009

Community, Work & Family

View full text Add to dashboard Cite

Why are organizational work-life initiatives endorsed in some countries such as the US or the UK, while they generate little interest in France and other non Anglo-Saxon environments? In a qualitative theory-building approach, this article assesses the gap in workplace practices adoption among the US, the UK and France and analyzes in-depth interviews with 44 HR officers, employee representatives, unions and work-life service providers in France. Five main factors explain the adoption of organizational work-life initiatives in France and potentially other countries: (1) Employers versus State's legitimacy in the nonwork sphere of life (2) industrial relations and unions' stance towards work-life practices (3) the complexity of the legal framework (4) the awareness of work-life issues within HR departments and (5) the framing of work-life as a business or a social issue. With reference to prior research, a model is built to account for the influence of the national context on employees' expectations and employers' leeway at the macro level, and for strategic choices made by employers at the meso level.

show abstract

Section: Introductionmentioning

confidence: 75%

Organizational work–life initiatives: context matters

Ollier‐Malaterre¹

2009

Community, Work & Family

View full text Add to dashboard Cite

show abstract

“…Flexible work practices increase organizational commitment and productivity, reduce absenteeism and stress, and improve employeremployee relations (Eaton, 2003;Halpern, 2005;Woodland et al, 2003). There is also evidence that inflexibility is a component of 'poor-quality jobs' that negatively affects the health of children whose parents work in such jobs (Strazdins et al, 2010).…”

Section: Flexibility and Work-life Outcomes: A Review Of Relevant Litmentioning

confidence: 97%

Flexibility and Work-Life Interference in Australia

Skinner

Pocock

2011

Journal of Industrial Relations

View full text Add to dashboard Cite

This contribution examines the relationship between flexibility and work-life interference. It analyses requests for flexibility in Australia just prior to the enactment of a new 'right to request' such flexibility, utilizing a large employee survey that shows that around a fifth of employees requested flexibility, most requests were agreed, and work-life outcomes were much better amongst those whose requests were fully agreed. Women were twice as likely as men to have sought flexibility, with one in two mothers of preschoolers, one in three mothers of children under 16 and a quarter of women without children having made requests. Parenting made no difference to men's rate of request-making. Findings suggest that the right may be particularly beneficial to the third of all workers who have not made requests for flexibility yet are not content with current arrangements. There is a case to extend the right beyond parents, and for stronger appeal rights.

show abstract

“…In the light of recent legislation, it is apparent that employers have expanded their work–life balance provision (Woodland et al ., 2003). In WERS 2004, both managers and employees reported an increase in the actual provision of work–life balance arrangements, especially flexible working and paid leave.…”

Section: Towards Diversity Management?mentioning

confidence: 99%

Equality and diversity in British workplaces: the 2004 Workplace Employment Relations Survey

Walsh

2007

Industrial Relations Journal

View full text Add to dashboard Cite

Drawing on key findings from the 2004 Workplace Employment Relations Survey (WERS 2004), this article examines developments in the incidence, scope and substance of equal opportunities policy provision and practice in Britain. The discussion then considers the extent to which workplaces might be adopting diversity management practices, the potential for further research on equality and diversity using WERS 2004, and the issues that might be considered in future workplace employment relations surveys.

show abstract

The Second Work-Life Balance Study: Results from the Employer Survey: Main Report

Cited by 16 publications

References 0 publications

Organizational work–life initiatives: context matters

Organizational work–life initiatives: context matters

Flexibility and Work-Life Interference in Australia

Equality and diversity in British workplaces: the 2004 Workplace Employment Relations Survey

Contact Info

Product

Resources

About