Changing views of work and family roles

Werbel, James D.; Walter, Michael H.

doi:10.1016/s1053-4822(02)00061-x

Cited by 27 publications

(25 citation statements)

References 5 publications

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“…Family involvement can be defined along the same lines, indicating the degree to which an individual is committed to and psychologically identifies with his or her family roles (Yogev & Brett, 1985). Because the roles of work and family are the most significant aspects of any individual's life (Werbel & Walter, 2002), there exists a need for employees raising children to maintain some form of balance between being involved in their work and seeing to the needs of their families. However, work-family conflicts often occur when employees experience conflict between their work and personal roles (Landy & Conte, 2010:453).…”

Section: Introductionmentioning

confidence: 99%

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

Paddey

Rousseau

2011

SAJEMS

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The aim of this investigation was to examine the work restructuring levels of managers in the South African automotive industry, and how these levels are affected by the global economic recession. Work restructuring was investigated from the perspective of the managers' work and family involvement levels. Data was gathered using a questionnaire that was emailed to automotive industry managers throughout South Africa. Results show that no significant gender differences occur for work involvement, family involvement, or work restructuring. A practically significant, positive relationship exists between family involvement and work restructuring. Furthermore, family involvement levels were shown not to have decreased due to the economic recession. Recommendations for organisations include implementing a gender-neutral work-family policy to assist managers in restructuring their work to accommodate family responsibilities.

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Section: Introductionmentioning

confidence: 99%

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

Paddey

Rousseau

2011

SAJEMS

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“…The notion of WFE considers that work and family are interdependent and complimentary (Werbel and Walter 2002), where involvement in one role domain (work) can positively infl uence the functioning of the other role domain (family). WFE occurs when resources such as skills, perspectives, fl exibility, physical, social capital and material resources generated from one domain improve the quality of performance in the other domain or infl uence the psychological state or affect (Greenhaus and Powell 2006).…”

mentioning

confidence: 99%

Antecedents and consequences of work-family enrichment among Indian managers

Bhargava

Baral

2009

Psychol Stud

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The present study identifi es core self-evaluations, family support, supervisor support and job characteristics as the antecedents of work-to-family enrichment and family satisfaction, job satisfaction, affective commitment and organizational citizenship behavior (OCB) as its outcomes. The participants (n= 245) were employees from four organizations in India from manufacturing and information technology sectors. The results show that job characteristics and supervisor support were the predictors of work-to-family enrichment and core self-evaluations, family support and supervisor support emerged as the predictors of family-to-work enrichment. On outcomes, work-to-family enrichment are the predicator of job satisfaction, affective commitment and OCB and family-to-work enrichment as the predictor of family satisfaction, job satisfaction, affective commitment and OCB. The implications of the fi ndings are discussed.

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“…In searching for a perspective that can reconcile work with private life and familial responsibility, that is, work with responsibility towards one's family (Werbel & Walter, 2002), the diffusion of CSR policies and practices therefore becomes important for effective work-family balance policies. The demand for such policies -which can be classified in diverse ways (Ponzellini & Tempia, 2003) is rising, especially for flexible hours, part-time work, understanding and trust (towards colleagues), flexibility in emergencies and paid or unpaid leaves of absences (Kodz et al, 2002;Yeandle et al, 2002).…”

Section: Csr and Corporate Family Responsibilitymentioning

confidence: 99%

Corporate Social Responsibility, Human Resource Management and Corporate Family Responsibility. When A Company Is “The Best Place to Work”: Elica Group, The Hi-Life Company

Baldo¹

2013

Economic Research-Ekonomska Istraživanja

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The purpose of the work is to examine the relationship between Corporate Social Responsibility policies, and Human Resource Management, particularly focusing on Corporate Family Responsibility. How do CSR practices impact on employees, their work, and their family life? How effective are these practices and how can they positively impact on the difficult "work-life balance"? With the aim to answer to these questions, the study combines the deductive and inductive approach. After presenting the theoretical framework, the second part of the paper analyzes the case of Elica Group, a large, multinational Italian family company that has been named one of the "best places to work" in the national and European contexts. The points of reflection that emerge from this study are centered on the factors that induce the company to adopt such policies, and the factors that impact their effectiveness. The results reveal that a robust ethical foundation on the parts of the company's founder and of its management, as well as their commitment to sharing values and objectives with the entire organization, are keys to Elica's success based on a holistic development (economic, social and environmental development). ARTICLE INFOJEL classification: M140, M1207

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Changing views of work and family roles

Cited by 27 publications

References 5 publications

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

The Effects of the Global Recession on the Work Restructuring Levels Of Managers in the South African Automotive Industry

Antecedents and consequences of work-family enrichment among Indian managers

Corporate Social Responsibility, Human Resource Management and Corporate Family Responsibility. When A Company Is “The Best Place to Work”: Elica Group, The Hi-Life Company

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