European top managers’ support for work-life arrangements

Been, Wike; Lippe, Tanja van der; Dulk, Laura den; Guerreiro, Maria das Dores; Mrčela, Aleksandra Kanjuo; Niemistö, Charlotta

doi:10.1016/j.ssresearch.2017.02.004

Cited by 14 publications

(17 citation statements)

References 69 publications

(199 reference statements)

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“…This endorses literature conclusions that emphasize that the reception of reconciliation requires a change in the organizational culture, especially in the long working hours culture, and in the managers attitude and leadership style (Been et al, 2017;Li et al, 2017;Litano et al, 2016) which puts the full availability and the doing of overtime as top criteria for the assessment of employees performance. A new culture must be made available, where managers support employee's reconciliation needs and ambitions.…”

Section: Resultssupporting

confidence: 81%

“…This culture determinates that people trying to preserve time to devote to their family and to personal matters are censored by managers and co-workers (Been et al, 2017;Hochschild, 1997;Li, Bagger, & Cropanzano, 2017;Litano, Major, Landers, Streets, & Bass, 2016;Thompson, Beauvais, & Lyness, 1999). The perceptions of lack of organizational support to reconciliation reduce the use of rights, increase the sacrifice of family life, stress, produce less job satisfaction and more intent on changing jobs.…”

Section: Work-life Reconciliation As An Issue Of Resources and Barriersmentioning

confidence: 99%

“…Among the organizational factors that may constitute barriers or facilitate reconciliation with influence on stress and satisfaction, it has been highlighted the role of managers and supervisors (Been et al, 2017;Dulk & Peper, 2009;Ferreira, 2004;Li et al, 2017;Litano et al, 2016;Lopes, 2009). Lopes (2009) found out an awareness of hostility and blockade on the part of managers and co-workers to the BAR, Rio de Janeiro, v. 14, n. 3, art.…”

Section: Work-life Reconciliation As An Issue Of Resources and Barriersmentioning

confidence: 99%

See 2 more Smart Citations

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

Monteiro

Pereira

Daniel

et al. 2017

BAR, Braz. Adm. Rev.

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Work-family reconciliation plays a crucial role in the well-being of employees, having impacts at the individual, social and organizational level. Studies concluded that poor work-life balance as one of the ten predictors of psychosocial risks at work. A family-friendly culture relates to how an organization values and allows the articulation of the various spheres of its workers' life. We intended to determine the effect of different variables like the existence of services, the organizational culture and the managers and colleagues support, on the stress experienced. A sample of 156 employees, from five organizations in the same region of Portugal, responded to a survey contributing to the empirical results of the study. We have conducted a structural equation model to test whether the factor solution of the perception of the reconciliation capability -STRESS model demonstrated a goodness of fit to the population studied. We've concluded that more important than the existence of reconciliation services, the perception of a supportive organizational culture, namely by colleagues and supervisors has great influence in reconciliation capability and by that way on work stress feelings. This might explain why workers do not use all the spectrum of resources provided by organizations and states to work-life reconciliation.

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Section: Resultssupporting

confidence: 81%

Section: Work-life Reconciliation As An Issue Of Resources and Barriersmentioning

confidence: 99%

Section: Work-life Reconciliation As An Issue Of Resources and Barriersmentioning

confidence: 99%

See 1 more Smart Citation

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

Monteiro

Pereira

Daniel

et al. 2017

BAR, Braz. Adm. Rev.

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“…Based on this theory, we can expect that when there are generous national‐level family policies, this will raise the benchmark and change the culture companies operate in, making them more likely to provide company‐level family‐friendly policies. Been et al () provide evidence to show that when generous national‐level family policies exist, company‐level family‐friendly arrangements are also considered as more of a general term of employment, and managers are more likely to provide the arrangements across the board equally to all workers. Following from this, we could expect not only better access, but also a smaller division between insiders and outsiders in the access to family‐friendly WTAs in countries with generous family policies.…”

Section: Theorymentioning

confidence: 99%

Dualization and the access to occupational family‐friendly working‐time arrangements across Europe

Chung

2018

Soc Policy Adm

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“…Despite their important role, top managers are rarely studied in relation to the provision of work-life arrangements by organizations (see for exceptions : Been, Den Dulk, & Van der Lippe, 2016;Been et al, 2017;Warmerdam, Den Dulk, & Van Doorne-Huiskes, 2010). Previous cross-national studies tend to focus on Human Resource (HR) managers Den Dulk et al, 2010 or middle managers (Den Dulk et al, 2011;Lyness & Kropf, 2005).…”

Section: Introductionmentioning

confidence: 99%

A business case or social responsibility? How top managers’ support for work-life arrangements relates to the national context

Been

Dulk

Lippe

2017

Community, Work & Family

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The extent to which organizations supplement statutory work-life arrangements varies systematically between countries. Empirical evidence on how organizations' approaches to work-life arrangements relate to the national context is, however, mixed. This study aims to elucidate this complex relationship by focusing on how top managers' considerations about whether or not to provide work-life arrangements are related to the national context. Semi-structured interviews were held with 78 top managers in Finland, the Netherlands, Portugal, Slovenia and the UK. This study finds that top managers' relate their considerations whether to provide work-life arrangements to the extensiveness of national legislation: only in the context of few state work-life policies top managers saw it as a business issue. Top managers also take into consideration what they believe is expected of them by employees and society at large, which can work either in favor or against the provision of work-life arrangements. Perceiving the provision of work-life arrangements as a social responsibility seems more apparent for top managers in Slovenia and Finland. By leaving the social responsibility argument out of the central framework of most studies, the existing literature appears to tell the story mainly from an Anglo-Saxon perspective placing business oriented arguments central. RESUMENEl grado de provisiones legales sobre la conciliación laboral-familiar varía sistemáticamente entre países. La evidencia empírica sobre la relación entre los enfoques de las organizaciones hacia la conciliación laboral-familiar y el contexto nacional no son claras. Este trabajo se centra en elucidar esta compleja relación, centrando la atención en como las reflexiones de altos directivos sobre proveer medidas de conciliación laboral-familiar, o no hacerlo, están relacionadas con el contexto nacional. Se celebraron entrevistas semiestructuradas con 78 altos directivos de Finlandia, Países Bajos, Portugal, Eslovenia y el Reino Unido. Este estudio encuentra que los altos directivos relacionan sus consideraciones sobre proveer, o no, medidas de conciliación laboral-familiar con el nivel de extensión de la legislación nacional al respecto: solo en el contexto de bajo nivel de políticas nacionales de conciliación laboral-familiar los altos directivos ven estas como una cuestión empresarial. Los altos directivos también toman en consideración lo que creen que sus empleados y la sociedad en general espera de ellos, lo cual puede trabajar tanto a favor como en contra de la provisión de medidas de conciliación laboral-familiar. La percepción de las medidas de conciliación laboral-familiar como una responsabilidad social parece más evidente para los altos directivos de Eslovenia y Finlandia, La mayoría de estudios la literatura actual, al dejar fuera de su marco central el argumento sobre la responsabilidad social, parecen contar la historia desde un enfoque prominentemente Anglosajón, poniendo en el centro de atención los argumentos de orientación empresarial.

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European top managers’ support for work-life arrangements

Cited by 14 publications

References 69 publications

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

The Influence of Organizational Reconciliation Policies and Culture on Workers Stress Perceptions

Dualization and the access to occupational family‐friendly working‐time arrangements across Europe

A business case or social responsibility? How top managers’ support for work-life arrangements relates to the national context

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