Family-friendly benefits?

Ferrer, Ana; Gagné, Lynda

doi:10.1017/jmo.2014.13

Cited by 4 publications

(2 citation statements)

References 29 publications

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“…The introduction of family and child benefits was supposed to lessen the work-family conflict [22] and improve women's economic activity. Its aims were twofold: financial support for poor children to enhance their economic situation and financial support to young families to raise fertility rates in countries with a high demographic dependency ratio.…”

Section: Introductionmentioning

confidence: 99%

Heterogeneity of government social spending in European Union countries

Korzeniowska

2021

Futur Bus J

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Social expenditure plays an important role in European Union (EU) countries. It improves the lives of citizens whose welfare is endangered due to poverty or illness. However, social expenditure represents a considerable share of the budgets of EU member states. Despite evident similarities in their levels of development, EU countries show apparent differences in social expenditure levels. Therefore, this work aims to determine the similarities and differences between EU countries in this regard. The analysis uses clustering methods, such as hierarchical cluster analysis and the k-means, to divide countries into homogeneous groups. The research demonstrates significant differences between EU countries in the years 2008–2018, which resulted in a low number of objects (countries) in the identified groups. In the case of 6 out of 28 countries, it was not possible to assign them to any group. The research proves that EU countries should take more care when organising their social policy, taking into consideration cultural and social factors.

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Section: Introductionmentioning

confidence: 99%

Heterogeneity of government social spending in European Union countries

Korzeniowska

2021

Futur Bus J

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“…Having greater control over one’s schedule also results in more positive work attitudes and behaviors including increased job satisfaction (Galinsky & Stein, 1990; Rothausen, 1994; Campbell-Clark, 2001; Lu, Kao, Chang, Wu, & Cooper, 2008), increased commitment (Scandura & Lankau, 1997), greater productivity (Muchinsky & Monahan, 1987; Solomon, 1996; Warr, 2007), reduced stress and burnout (Almer & Kaplan, 2002), and lower turnover rates (Marshall & Barnett, 1994; Meyer, 1997; Campbell-Clark, 2001; Chou, Boldy, & Lee, 2002), all of which are of benefit to organizations. All the same, a debate about the need for temporal flexibility continues since some researchers have not found support for the relation between temporal flexibility and these employee attitudes (e.g., Martens, Nijhuis, Van Boxtel, & Knottnerus, 1999; Ferrer & Gagne, 2013), thus necessitating additional research to explore the direct effects of temporal flexibility on attitudes such as job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

The role of temporal flexibility on person–environment fit and job satisfaction

Irak

Mantler

2017

Journal of Management & Organization

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The present study investigated the role of temporal flexibility on three conceptualizations of person–environment fit and job satisfaction. Data were collected from 320 full-time employees in Canada and America. Using structural equation modeling, it was found that temporal flexibility was directly related to increased job satisfaction and indirectly related to job satisfaction through supplementary fit, demands–abilities fit, and needs–supplies fit. Moreover, supplementary fit and demands–abilities fit were influential on perceptions of needs–supplies fit, although we acknowledge that additional research is required to further explore our novel findings of the relative relationships between the three conceptualizations of person–environment fit. The present research supports the idea that giving employees greater control over their schedule increases their autonomy, thus helping to satisfy a core psychological need. Organizations that provide employees with the opportunity to choose their own schedules may be more likely to retain satisfied and committed people who believe they fit well with their employer.

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