The Institutional Context of the Quality of Life

Kovacheva, Siyka; Doorne‐Huiskes, Anneke van; Anttila, Timo

doi:10.1057/9780230299443_3

Cited by 14 publications

(31 citation statements)

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“…Traditional gender role expectations encourage women to identify more with their family and caregiver role, and men to focus more on paid work outside the home (McDaniel, 2008). Despite trends towards less traditional gender roles, women continue to be considered primarily responsible for care-giving and men primarily conceived as breadwinners in many societies (Crompton et al, 2007;Kovacheva et al, 2011). These expectations remain crucial to gender identities (Schober, 2013).…”

Section: Work-family Enrichment and Gendermentioning

confidence: 99%

“…Whereas in the social democratic regime of Finland and Sweden family wellbeing is conceived as a shared responsibility of the state and the family, in the UK, the market is the main provider of work-life support. Both public childcare provision and social protection of workers are low relative to other European countries, and flexibility of employment is high (Kovacheva et al, 2011;Lewis, 2012). Recent workplace surveys reveal that the belief that work and family concerns are an individual issue has increased among UK employers (Van Wanrooy et al, 2013).…”

Section: Study Contextmentioning

confidence: 99%

“…The eight European countries in this study represent five different welfare regimes, providing different levels of statutory support for work-life integration (EspingAndersen, 1999; Kovacheva et al, 2011). Table 1 presents an overview of welfare regimes, GE indices, and WFE raw means for the eight countries (for details on the measurement of WFE and the gender indices see the Measures section).…”

Section: Study Contextmentioning

confidence: 99%

“…Further, the study investigates whether societal differences in gender egalitarianism (GE) moderate the relationship between employee gender and WFE. The eight European countries in the sample-Finland, Sweden, United Kingdom, the Netherlands, Germany, Portugal, Hungary, and Bulgaria-not only represent different welfare regimes with varying statutory supports for work-family integration (Drobnič et al, 2010;Kovacheva et al, 2011), but also vary in levels of gender equality and egalitarian beliefs about the division of work between men and women. By using both an objective measure of gender (in)equality (UNDP, 2010) and a subjective measure of gender traditionalism from the European Social Survey (Gallie et al, 2010), this study makes several contributions to the work-family literature and organizational practice.…”

Section: Introductionmentioning

confidence: 99%

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Work-to-family enrichment and gender inequalities in eight European countries

Beham

Drobnič

Präg

et al. 2017

The International Journal of Human Resource Management

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All social roles have positive and rewarding as well as negative or problematic aspects. Research on the work-family interface has predominantly focused on conflicting roles. In contrast, this paper extends research on work-family enrichment (WFE), a positive aspect of work, and gender differences in WFE in a cross-national context. Drawing upon social role theory and the culture sensitive theory on work-family enrichment, we examined gender differences in experiences of developmental WFE in a sample of service sector employees in eight European countries. In line with traditional gender roles, women reported more WFE than men. The * This article

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Section: Work-family Enrichment and Gendermentioning

confidence: 99%

Section: Study Contextmentioning

confidence: 99%

Section: Study Contextmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Work-to-family enrichment and gender inequalities in eight European countries

Beham

Drobnič

Präg

et al. 2017

The International Journal of Human Resource Management

View full text Add to dashboard Cite

show abstract

“…Several studies map the instrumental support at a national level, that is, the level and nature of public worklife policies: childcare facilities, leave arrangements and policies regarding working hours (Den Dulk, 2001;Kovacheva et al, 2007;Saraceno et al, 2005). However, less is known about their impact on workers' worklife integration.…”

Section: State Approaches In Work-life Issuesmentioning

confidence: 99%

An Overview of the State Influences on Workers’ Work-Life Integration in Malaysia

Ibrahim

2015

IJASOS

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This paper focuses on the role of the State as a policy maker in the emergence and development of work/non-work policies in the Malaysian public sector organizations. State policies on work/non-work provisions can play an important role in determining the way workers manage their work/non-work lives. Adopting qualitative case study in three public sector organizations in Sabah, Malaysia, findings show that the State, as a policy maker, is the main provider of work/non-work arrangements for public sector workers. It is evident that the role of the State is not just important in terms of providing work/non-work provisions such as maternity / paternity / parental leaves but also in implementing and supporting beneficial work practices and arrangements e.g. flextime and crèche. Although these arrangements were found to be beneficial, particularly for workers with young children in integrating their work-life responsibilities, this study also found that the needs of single workers with parental/siblings commitment were not met by the State. Additionally, familial and communal supports are also expected to be available outside the work environment.

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Expanding the work–life balance discourse to LGBT employees: Proposed research framework and organizational responses

Stavrou

Ierodiakonou

2018

Human Resource Management

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Relying on a gender neutrality rhetoric, the work-life balance (WLB) discourse has challenged gendered roles, but has failed to expand "gender neutrality" to aspects of gender identity and sexual orientation. In turn, WLB research has systematically excluded lesbian, gay, bisexual, and transgender (LGBT) employees. We build on stakeholder theory and the resource-based view of the firm to propose extending the WLB discourse and associated policies and practices toLGBT employees as key internal stakeholders who can possibly contribute to organizational performance, either directly or indirectly. We further combine these perspectives with institutional theory in an integrative research framework that relies on the critical realist structured ontology and denotes the institutional embeddedness of organizations. Adopting this institutional perspective, we propose that explanations regarding the adoption of LGBT WLB policies in organizations go beyond the organizational level to include higher level institutional characteristics. Similarly, we posit that the relationship between LGBT WLB policies and organizational performance outcomes is influenced by such characteristics. Drawing from this framework, we put forth a typology of organizational responses that postulates the possible outcomes for organizations given their re(actions) to institutional pressures and their attitude toward LGBT employees as stakeholders. K E Y W O R D Sinstitutional theory, LGBT, resource-based view, stakeholder orientation, WLB

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The Institutional Context of the Quality of Life

Cited by 14 publications

References 0 publications

Work-to-family enrichment and gender inequalities in eight European countries

Work-to-family enrichment and gender inequalities in eight European countries

An Overview of the State Influences on Workers’ Work-Life Integration in Malaysia

Expanding the work–life balance discourse to LGBT employees: Proposed research framework and organizational responses

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