Work-Family Relations in Transnational Perspective: A View from High-Tech Firms in India and the United States

Poster, Winifred R.; Prasad, Srirupa

doi:10.1525/sp.2005.52.1.122

Cited by 56 publications

(43 citation statements)

References 20 publications

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“…However, the handful of cross-national studies dealing with the work lives and private lives of professionals suggests that macro-cultural environments can and often do make a difference in the work schedules of professionals working for organizational employers. The influence of cultural context on work schedules is readily apparent, for example, in Poster and Prasad's (2005) comparison of technology professionals in India and the US; Wharton and Blair-Loy's (2002) survey of finance professionals in the US, the UK, and Hong Kong; and Perlow's (2001) interviews with software engineers working in China, India, and Hungary. Recent research suggests that the level of Bgender empowerment^within a country has consequences for experiences of spillovers between the work and nonwork realms, independent of employees' individual-level circumstances (Ruppanner and Huffman 2013).…”

Section: Professionals and The Evening Hoursmentioning

confidence: 99%

Winding Down the Workday: Zoning the Evening Hours in Paris, Oslo, and San Francisco

Schulz

2015

Qual Sociol

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This article explores the subtle yet far-reaching ways that cultural environments shape the uses of the evening hours among business professionals in three countries. Drawing on interviews with professional men and women living and working in Paris, Oslo, and San Francisco from a spectrum of professional fields and employers, the article explores their evening routines. Three contrasting patterns are identified. Where the early evening hours between 17:00 and 21:00 are concerned, French, Norwegian, and American professionals traverse different cultural terrains. The French professionals and their employers treat this temporal zone as a status-conferring period. Adhering to a transorganizational cultural convention defining the early evening as work time, they use these hours to distinguish themselves as committed practioners of their métier equipped with status and authority. In Norway, comparable professionals approach this period as nonwork time off limits to their employer. Early departures from the office are encouraged and facilitated in the Norwegian workplace. Among the American professionals far less uniformity prevails among the evening routines of respondents working in different organizations and occupations. This variability is explained by the absence of the higher-level temporal conventions present in the two European contexts. In the American setting two deciding factors come into play: the temporal expectations of the professional's employer and the bargaining power wielded by the individual professional vis-à-vis this employer. These differences between the evening routines of the three groups reflect important cultural differences across countries with broadly similar postindustrial landscapes.

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Section: Professionals and The Evening Hoursmentioning

confidence: 99%

Winding Down the Workday: Zoning the Evening Hours in Paris, Oslo, and San Francisco

Schulz

2015

Qual Sociol

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“…In collectivist societies, joint family living increases the financial and social obligations individuals have toward their extended family members (Poster & Prassad, 2005). Pakistani society is generally acknowledged as being strongly patriarchal, with clearly demarcated gender roles; men are seen as economic providers, and women as family caretakers, with sizeable gender differentials existing in access to resources of all types (Durrant & Sathar, 2000, cited in Mumtaz, Salway, Waseem, & Umer, 2003Khan, 1999;Winkvist & Akhter, 2000).…”

Section: Family Influencesmentioning

confidence: 99%

Work–family attitudes and behaviours among newly immigrant Pakistani expatriates: the role of organizational family-friendly policies

Khokher

Beauregard

2013

Community, Work & Family

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The work-life interface literature is often criticized for its limited sample base, with the majority of research focusing on the experiences of white women living in nuclear family households in Western societies. This paper aims to address some of these criticisms by using a qualitative methodology to explore the impact of organizational family-friendly policies on the work-family attitudes and behaviours of 26 newly expatriate Pakistani employees in the United Kingdom. Individual, family, and religious/cultural influences on these outcomes were also explored.

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“…Indeed, we are not fully aware of the organizational constraints women from less economically developed non-western nations encounter in attempting to harmonize home and work and what these women choose to do about these obstacles. As mentioned earlier, research into work organizations in India has found organizational constraints to be more austere than in the West, highlighting 24-hour worker norms (Rajadhyaksha and Smita 2004), strict monitoring of employees' in and out times, and a general lack of appropriate familyfriendly policies (see Poster and Prasad 2005). Such practices can be expected to present challenges, particularly to women workers who are likely to have significant obligations out of the workplace.…”

Section: The International Journal Of Human Resource Management 2877mentioning

confidence: 99%

The rhetoric and reality of home–work harmonization: a study of highly skilled Sri Lankan women from public and private sector organizations

Fernando

Cohen

2013

The International Journal of Human Resource Management

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In this paper, we report on a qualitative study of highly skilled Sri Lankan women. Based on in-depth interviews with early, mid-and late career respondents working for public and private sector organizations in Colombo, we explore the organizational constraints that women perceive to impact their home-work harmonization, while considering what they choose to do about prevailing obstacles. The findings provide insights into the different experiences of home-work harmonization between women from the two sectors and across various career stages. The diverse strategies respondents used to manage organizational constraints are discussed and their implications are noted. Finally, the contributions these findings make to existing understandings of women's home-work dynamics in the South Asia context and more widely are highlighted.

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Work-Family Relations in Transnational Perspective: A View from High-Tech Firms in India and the United States

Cited by 56 publications

References 20 publications

Winding Down the Workday: Zoning the Evening Hours in Paris, Oslo, and San Francisco

Winding Down the Workday: Zoning the Evening Hours in Paris, Oslo, and San Francisco

Work–family attitudes and behaviours among newly immigrant Pakistani expatriates: the role of organizational family-friendly policies

The rhetoric and reality of home–work harmonization: a study of highly skilled Sri Lankan women from public and private sector organizations

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