Work-Life Policies, Programs, and Practices: Helping Women, Men, and Workplaces

Sabattini, Laura; Crosby, Faye J.

doi:10.1007/978-94-017-9897-6_24

Cited by 4 publications

(9 citation statements)

References 32 publications

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“…These conventions enable women to balance work and life and to avoid unfair treatment in jobs due to their domestic responsibilities. In spite of progress in societal view of gender norms and educational status of women, most organisations have not yet completely grasped the human resource changes and still believe in firm norms [ 27 ]. Certain workplaces have flexible working conditions such as working from home and flexitime working which allows women to address work and family issues [ 28 ].…”

Section: Discussionmentioning

confidence: 99%

Challenges and coping strategies faced by female scientists—A multicentric cross sectional study

et al. 2020

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Women can play a pivotal role in the progress and sustainability of the world if they are empowered through education and employment opportunities in Science, technology, innovation and through changing the social stereotypes that restrain them in certain workplaces. In the literature, few recently published studies exist that document the challenges faced by female scientists in their workplaces. The purpose of this study was to understand the challenges and coping strategies faced by female scientists around the world today, in order to contribute to their improved performance. A multi-centre electronic cross-sectional survey across 55 countries was conducted to profile female scientists and to identify the challenges that they experience throughout their career as well as the coping mechanisms that they use to overcome the barriers. A total of 263 female scientists from different countries across the world participated in our study and most participants were from the South East Asian Region. Most female scientists in our study belong to the middle and junior level career category and earning around 1250 USD per month. Most of the scientists reported availability of maternity leave at their workplace but less than a third reported presence of a creche at work. Workplace sexual harassment was reported by 24% of the study population. Work related stress (71.5%) and work life imbalance (46%) are also major challenges faced by female scientists. Self-confidence, dedication and hard work are the most commonly adopted coping strategy. Flexible work timings, woman-friendly management policies, fair appraisal and mentorship appear to reduce the work-related stress and improve work-life balance among female scientists. In conclusion, female scientists face numerous challenges, which can greatly affect both their individual and career growth. Intrinsic (personal) and extrinsic (institutional) factors are important for improving female scientists' wellbeing and productivity.

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Section: Discussionmentioning

confidence: 99%

Challenges and coping strategies faced by female scientists—A multicentric cross sectional study

et al. 2020

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“…Workers with high levels of flexibility options were less likely to experience time famine than workers with low levels of flexibility options. Sabattini and Crosby (2016) argued that flexibility policies allow workers to work the hours best suited for their individual work-life needs. Thus, flexibility policies have significant effects on work-life experiences and are the central focus of this dissertation.…”

Section: Workplace Flexibility Policies and Practicesmentioning

confidence: 99%

“…Flexibility policies are also perceived to be positive for workers. First, workers tend to view flexibility policies as one way to decrease their time famine by allowing them to work the hours that are best suited to their needs (Sabattini & Crosby, 2016). For example, some workers using flexibility policies are able to work from home and/or schedule their working hours to accommodate their non-work lives (Hill, Erickson, Holmes, & Ferris, 2010).…”

Section: Workplace Flexibility Policies and Practicesmentioning

confidence: 99%

“…This level of discourse focuses on the detailed language use in a specific context (LeGreco & Tracy, 2009). For example, in their meta-review of worklife literature, Sabattini and Crosby (2016) argued that the everyday communication with supervisors is vital in helping employees understand the policies, rules, and norms when it comes to work-life policies. For this project, individual conversations with co-workers and supervisors surrounding flexibility policies as well as the conversations within the interview context become the starting point of the discursive analysis at the micro-level.…”

Section: Alvesson and Kärreman's Levels Of Discoursementioning

confidence: 99%

“…Work-life policies in the United States have a short history but have profoundly influenced workers' lives. Modern work-life policies came into being in the 1940s with the influx of women in the American workforce starting during WWII (Sabattini & Crosby, 2016). The next forty years saw dramatic increases in the numbers of women in the United States' workforce; however, the term work-life was not used in the United States until the late 1980s despite being used in the United Kingdom over a decade earlier.…”

Section: Meso-level Discoursesmentioning

confidence: 99%

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The communicative construction of workplace flexibility stigma

Rick¹

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Workplace flexibility is becoming more and more common in American workplaces. However, most of these policies are created for professional and white-collar workers. Scholars have argued that the "missing middle," that is, workers who are neither in the professional class nor low-wage workers, are often ignored in formal policies. Scholars have argued that workers experience a stigma for using these policies; however, little is known about how this stigmatization process occurs. This dissertation employs a grounded theory methodology to analyze 29 semi-structured interviews with missing middle workers to understand how they communicatively construct workplace flexibility and its attending stigma. Analysis of the data suggested the missing middle constructed workplace flexibility by drawing upon macro, meso, and micro-level D/discourses. In doing so, my participants communicated a fine line between use and abuse of workplace flexibility policies based on a) the perception of a worker as lazy, b) the perception of a worker using flexibility too frequently, and c) the perception of a worker having a non-acceptable rationale for using flexibility. Thus, workers become stigmatized for being perceived to abuse, not use, the policies. Based on the data, I offer a ground theory of this flexibility stigmatization process, that includes: a) organizational norms surrounding flexibility, b) the use of workplace flexibility, c) talk surrounding flexibility, and d) stigma perceptions. I then offer potential ways this communicative process can be re-constituted and transformed by human resource personnel, managers, and workers to disrupt the cycle of workplace flexibility stigma.

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Constructing barriers to Employee Assistance Program use by federal correctional officers

Brandhorst

Compton

2022

Journal of Applied Communication Research

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Work-Life Policies, Programs, and Practices: Helping Women, Men, and Workplaces

Cited by 4 publications

References 32 publications

Challenges and coping strategies faced by female scientists—A multicentric cross sectional study

Challenges and coping strategies faced by female scientists—A multicentric cross sectional study

The communicative construction of workplace flexibility stigma

Constructing barriers to Employee Assistance Program use by federal correctional officers

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