Poking a sleeping bear: the challenge of organizational recruitment for controversial topics

Pettigrew, Rachael N.; Duncan, Karen A.

doi:10.1080/13668803.2016.1270259

Cited by 5 publications

(7 citation statements)

References 10 publications

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“…A human resources (HR) executive at the law enforcement organization was approached to recruit the organization’s participation as part of a larger research project (Pettigrew, 2014), and the HR executive agreed to the organization’s participation and signed the consent form. Pettigrew and Duncan (2017) offer more detail regarding the recruitment process.…”

Section: Methodsmentioning

confidence: 99%

Fathers’ Use of Parental Leave in a Canadian Law Enforcement Organization

Pettigrew

Duncan

2020

Journal of Family Issues

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Prior to 2018, Canadian parents had access to 35 weeks of parental leave; but leave use is persistently gendered. We examine employee, employment, and organizational characteristics that influence use of parental leave by men in a Canadian law enforcement organization. Data from 97 managers and 234 male employees were analyzed using an explanatory sequential mixed methods approach. Employees received a top up to 93 percent of their salary when on leave, therefore illuminating factors, other than income loss, that influence fathers’ leave use. Logistic regression analysis showed that men who were younger, more educated, had a partner who was not in the labor force, and who had a positive attitude toward leave use were more likely to take parental leave. Managers’ were less positive than employees about men’s leave use. Thematic analysis of comments revealed a gendered perception, negative impact on the workplace, and concerns over misuse of parental leave.

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Section: Methodsmentioning

confidence: 99%

Fathers’ Use of Parental Leave in a Canadian Law Enforcement Organization

Pettigrew

Duncan

2020

Journal of Family Issues

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“…Given the high rate of companies that have paid parental leave policies in these data, it is possible (or perhaps even likely) that many of the companies that did not respond do not offer paid parental leave. Indeed, family-friendly organizations are more likely to participate in research related to work-family policies (Pettigrew & Duncan, 2017). However, even if all of the nonresponding companies do not offer paid parental leave, we would still conclude that the majority of Fortune 500 companies offer paid parental leave (254/500 = 51%).…”

Section: Discussionmentioning

confidence: 82%

Gendered parental leave policies among Fortune 500 companies

Kaufman

Petts

2020

Community, Work & Family

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Due to the lack of a federal paid parental leave policy in the United States, access to leave for most US workers is dependent on whether their employer offers paid leave. Our research explores employer-based access to parental leave among Fortune 500 companies. We develop a classification of leave policies based on how policies differ for mothers and fathers: gender equal (equal periods of leave to mothers and fathers), gender modified (equal leave of 6 or more weeks with an additional 6-8 weeks for mothers), gender unequal (mothers offered 2 or more times longer leave than fathers), and gender-neutral gendering (policies that offer primary and secondary caregiver leave). We find that 72% of companies offer some paid parental leave, and the majority of Fortune 500 companies have paid parental leave policies that offer substantially more leave to mothers than to fathers. We also find that technology companies, larger companies, and companies headquartered in a state with paid family leave are more likely to offer paid parental leave. This research provides insight into the degree to which employer policies may contribute to gender inequality and has implications for employer-mediated inequalities in access to parental leave.

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“…The other strong rationale for selecting an action research approach is that, in the context of SPC and SPREP, it will help to overcome the challenge of accessing participants as the research will be seen as a co-learning opportunity with mutual benefits for both organisations (see [92]). Issues of inter-organisational coordination are not new, with Bond [93], for example, discussing challenges in Europe with regional security organisation mandates converging over time, and the efforts to address resultant coordination issues through information exchange and common approaches in areas where mandates overlap.…”

Section: Discussionmentioning

confidence: 99%

Action Research to Enhance Inter-Organisational Coordination of Climate Change Adaptation in the Pacific

2020

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Pacific regional organisations focusing on climate change have overlapping adaptation-related mandates. With the growing importance of regional organisations in supplying financial and technical resources for climate adaptation in small island developing states, it is important to understand how well these supranational organisations work together on these issues. In this paper, theories of regionalism and neofunctionalism, complex systems, and superordinate group identity are used to design an action research project that tests the level of coordination between Pacific regional organisations. It presents and discusses a pre-analysis plan for the project, the goal of which is to determine the ways in which virtual team structure can be used to enhance inter-organisational coordination of adaptation interventions across small, dispersed, resource-constrained country jurisdictions. The proposed study represents an important intermediary step in developing more robust climate-related organisational policies at the regional scale in the Pacific and beyond.

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Poking a sleeping bear: the challenge of organizational recruitment for controversial topics

Cited by 5 publications

References 10 publications

Fathers’ Use of Parental Leave in a Canadian Law Enforcement Organization

Fathers’ Use of Parental Leave in a Canadian Law Enforcement Organization

Gendered parental leave policies among Fortune 500 companies

Action Research to Enhance Inter-Organisational Coordination of Climate Change Adaptation in the Pacific

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