Multilevel Work–Family Interventions

Pocock, Barbara; Charlesworth, Sara

doi:10.1177/0730888415619218

Cited by 24 publications

(11 citation statements)

References 38 publications

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“…This analysis also highlights the need to discuss structures associated with different stages in the life course (Pocock and Charlesworth, 2015). In our example, the same group of workers, although relatively insulated from risks of precarious work in the present, are exposed to severe risks from precarious work in the immediate future.…”

Section: Discussionmentioning

confidence: 89%

Precarious work and precarious workers: Towards an improved conceptualisation

Campbell

Price

2016

Econ. labour relat. rev.

197

149

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Discussion of the implications of precarious work for individual workers remains hesitant and often confused. A clear conceptualisation would separate out five analytical levels: precariousness in employment, precarious work, precarious workers individually and as an emerging class, and precarity as a general condition of social life. To illustrate the need to avoid slippage between the concepts of precarious work and precarious workers, we present one ‘theory-relevant’ example – full-time secondary school students in Australia who hold part-time jobs in the retail sector. Their part-time jobs are indeed precarious but the negative effects on the student-workers are modest, both because participation in precarious work is limited (moderate weekly hours and intermittent work within the framework of a brief stage of the life course) and because many (though not all) of the associated risks are cushioned by structural forces such as access to alternative income sources and career paths. At the same time, however, a longitudinal perspective reveals that the same group of student-workers faces major risks in the future, as a result of increasingly insecure labour markets. Reflections on this example help to identify conceptual tools that can be applied to a wide range of other examples of precarious work.

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Section: Discussionmentioning

confidence: 89%

Precarious work and precarious workers: Towards an improved conceptualisation

Campbell

Price

2016

Econ. labour relat. rev.

197

149

View full text Add to dashboard Cite

show abstract

“…Compensating differentials, on the other hand, while also potentially relevant within establishments, should have a greater impact on which establishment one ultimately works in. The availability of particular work arrangements is often conditional on one’s workplace (Heywood, Siebert, & Wei, 2007; Pocock & Charlesworth, 2017; Sweet, Pitt-Catsouphes, Besen, & Golden, 2014). Shifting to a work arrangement more accommodating to caregiving demands may require changing employers and have its wage impact by virtue of leading to segregation in lower paying establishments.…”

Section: Parenting Pay Gaps and Work Conditions: Theory And Evidencementioning

confidence: 99%

“Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum

Fuller

Hirsh

2018

Work and Occupations

128

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This article focuses on how flexible work arrangements affect motherhood wage penalties for differently situated women. While theories of work-life facilitation suggest that flexible work should ease motherhood penalties, the use of flexibility policies may also invite stigma and bias against mothers. Analyses using Canadian-linked workplace-employee data test these competing perspectives by examining how temporal and spatial flexibility moderate motherhood wage penalties and how this varies by women's education. Results show that flexible work hours typically reduce mothers' disadvantage, especially for the university educated, and that working from home also reduces wage gaps for most educational groups. The positive effect of flexibility operates chiefly by reducing barriers to mothers' employment in higher waged establishments, although wage gaps within establishments are also diminished in some cases. While there is relatively little evidence of a flexibility stigma, the most educated do face stronger wage penalties within establishments when they substitute paid work from home for face time at the workplace as do the least educated when they bring additional unpaid work home. Overall, results are most consistent with the work-life facilitation model. However, variability in the pattern of effects underscores the importance of looking at the intersection of mothers' education and workplace arrangements.

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“…With respect to work design related willingness, we focus on individuals’ life values, as important antecedents of how individuals design work for others. Pocock and Charlesworth (2017, p. 13) argued that, even when a clear business case is made for the importance of well-designed work, individuals’ values intervene to shape the actual work design choices made, to the extent that the values of supervisors and managers are “more influential than any anticipated bottom line effects” in guiding how they design work. This acknowledged role of values in shaping work design behavior is consistent with broader arguments that values are desirable end states or guiding life principles that affect how people construe a situation, which choices they make, and which behaviors they enact (Schwartz, 1992).…”

Section: Work Design Related Willingness Variablesmentioning

confidence: 99%

Poor work design begets poor work design: Capacity and willingness antecedents of individual work design behavior.

Parker¹,

Andrei²,

Broeck³

2019

Journal of Applied Psychology

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Capacity and Willingness as Antecedents of Individual Work Design Behaviors"I linked similar jobs together to maintain clearly defined roles, whilst also maintaining a chain of command. Clearly not everyone is a manager and people need to be aware who the person above and below them in the chain is (…). I think this is the most effective and efficient way to run a company smoothly."(Part time sales worker and study participant) Work design, or the content and organization of one's work tasks, activities, relationships and responsibilities (Parker, 2014), is one of the most important practical and theoretical topics in our field (Miner, 2003). Considerable evidence shows the positive effects of enriched work designs for individual and organizational outcomes (see the meta analysis by Humphrey, Nahrgang & Morgeson, 2007). An enriched work design is one in which incumbents have, for example, the job autonomy to make decisions, a variety of tasks, and an opportunity to use and develop their skills (Hackman & Oldham, 1976). Much evidence also exists from a stress perspective of having job demands that are not excessive, such as individuals not being overloaded, or excessively conflicted, in their roles (e.g., see meta analyses by Alarcon, 2011;Podsakoff, LePine, & LePine, 2007).Despite this evidence for the merits of psychologically well-designed work, poorly designed jobs continue to exist in many contemporary organizations, raising the important question as to why low quality work designs continue to be prevalent. One set of forces at play concerns the decisions, sometimes indirect and unconscious, that individuals in the local work context (e.g., managers, engineers) make that shape others' job designs.Preliminary and anecdotal evidence suggests that individuals in the workplace often do not know how to design or enable enriched work, over-relying on deeply ingrained principles of job simplification when decisions are made (Campion & Stevens, 1991). Key:(*) Enriching work strategy selection. These items were used in the shorter version of the measure reported in Study 2.

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Multilevel Work–Family Interventions

Cited by 24 publications

References 38 publications

Precarious work and precarious workers: Towards an improved conceptualisation

Precarious work and precarious workers: Towards an improved conceptualisation

“Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum

Poor work design begets poor work design: Capacity and willingness antecedents of individual work design behavior.

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