Work Redesign: Theory, Practice, and Possibility

Bailyn, Lotte; Fletcher, Joyce K.; Pruitt, Bettye Hobbs

doi:10.2139/ssrn.509762

Cited by 18 publications

(24 citation statements)

References 9 publications

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“…Bailyn, Fletcher, Rapoport and their colleagues have completed a number of action research projects that contribute substantially to the work-life balance literature (see Bailyn & Fletcher, 2002;Bailyn & Harrington, 2004;Bailyn, Rayman, Bengtsen, Carre, & Tierney, 2001;Fletcher & Rapoport, 1996;Lewis, Rapoport & Gambles, 2003;Rayman, Bailyn, Dickert, Carre, Harvey, Krim, & Read, 1999). These authors choose to use the term work-life integration rather than work-family or work-life balance.…”

Section: Table Of Contentsmentioning

confidence: 99%

“…The positive aspect of "work-life integration" is that this term acknowledges that work and personal life are not isolated spheres. Bailyn, Fletcher, Rapoport and their colleagues have demonstrated that work factors (for example, working long hours) negatively affect employees' quality of life (Bailyn & Fletcher, 2002;Bailyn & Harrington, 2004;Bailyn et al, 2001;Fletcher & Rapoport, 1996;Lewis et al, 2003;Rayman et al, 1999). These researchers have assisted organizations in investigating how to reduce work hours in order to improve quality of life, while at the same time ensuring that productivity levels are maintained or improved.…”

Section: Table Of Contentsmentioning

confidence: 99%

“…Clark's (2001) work and that of Ichniowski, Kochan, Levine, Oldson and Strauss (1996) emphasize that for positive results, organizational and job characteristic changes must occur in "bundles" rather than as isolated, unidimensional interventions. Bailyn, Fletcher, Rapoport and colleagues have successfully completed a number of action research projects with the dual agenda of improving employees' personal lives as well as improving organizational outcomes (Bailyn & Fletcher, 2002;Bailyn & Harrington, 2004;Bailyn et al 2001;Fletcher & Rapoport, 1996;Lewis et al, 2003;Rayman et al, 1999) as a result, these authors have reported that organizations have been able to contribute to improved work-life balance by addressing increased productivity through multi-dimensional methods.…”

Section: Work Influencesmentioning

confidence: 99%

“…Chalofsky (2003) proposes that profit is necessary for business but should not be the goal of business. Moreover, the research of Bailyn, Fletcher, Rapoport and colleagues has shown that organizations can improve opportunities for work-life balance while at the same time improving the organization's goods and services (see Bailyn & Fletcher, 2002;Bailyn & Harrington, 2004;Bailyn et al, 2001;Fletcher & Rapoport, 1996;Lewis et al, 2003;Rayman et al, 1999).…”

Section: Societal Influencesmentioning

confidence: 99%

“…Shared workvalued care also implies sharing the work of care within families, communities and public institutions via providing employees with access to schedules that allow them to provide care for their families and their communities. The work of Bailyn, Fletcher, Rapoport and colleagues can be a foundation for increasing access to flexible schedules (Bailyn & Fletcher, 2002;Bailyn & Harrington, 2004;Bailyn et al, 2001;Fletcher & Rapoport, 1996;Lewis et al, 2003;Rayman et al, 1999) in that these authors have demonstrated the value of such schedules not only for the employee, but also for the employer. Finally, valued care also means that those whose paid work involves "caring" should be compensated according to the social importance and overall difficulty of such tasks (Haas, 2003).…”

Section: Societal Influencesmentioning

confidence: 99%

See 4 more Smart Citations

Work-life balance for parents with low incomes.

Hamilton¹

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Section: Table Of Contentsmentioning

confidence: 99%

Section: Table Of Contentsmentioning

confidence: 99%

Section: Work Influencesmentioning

confidence: 99%

Section: Societal Influencesmentioning

confidence: 99%

Section: Societal Influencesmentioning

confidence: 99%

See 3 more Smart Citations

Work-life balance for parents with low incomes.

Hamilton¹

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Gender role differences in reactions to unemployment: Exploring psychological mobility and boundaryless careers

2010

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) refinement of the boundaryless career concept, this study examines whether there are gender role differences in psychological mobility (i.e., the career actor's capacity to envision a variety of career options) in response to the same physical transition of unemployment. We surveyed 1095 individuals across numerous organizations and industries, and analyzed our data by generational cohort in light of evolving societal attitudes toward child rearing and breadwinning responsibilities. We found that for both Gen Xers and Baby Boomers, men with children were more likely to perceive unemployment as a defeat than women with children; and women with children were more likely to perceive unemployment as an opportunity than men with children. Despite the many historical, economic, social, and cultural changes in the environment over the past decades, traditional gender roles remain pervasive in response to unemployment. Based on the study's empirical findings, we suggest critical issues for the future study of gender role differences and psychological mobility.

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Getting gender on the agenda: the tale of two organisations

Charlesworth

Baird

2007

Women in Management Review

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This paper explores emerging issues in the application of the 'dual agenda' model of gender equitable organisational change aimed at improved work life outcomes in two large Australian organisations.Design/methodology/approach The research project used the collaborative interactive action research (CIAR) methodology that underpins the dual agenda change approach. Within both organisations a multi-method approach was used, including formal interviews, focus groups and ethnographic type observation and interaction, as well as the analysis of a wide range of organisational documentation. The paper focuses on the challenges both for the researchers and the organisations in keeping gender on the agenda, drawing on the identification of work practices and work-life policies that impede organisational effectiveness and gender equity and the subsequent work culture diagnosis for each organisation. FindingsThe way in which the 'gender problem' within an organisation is framed is strategically important. An understanding of 'gender' as 'women' not only marginalises gender equity as a business goal and its links with organisational effectiveness, but also works to silence men's interests in better work/life outcomes. A refocusing on the 'ideal worker' was found to be more inclusive not only of men and also valuable in highlighting the ways in which organisational work/life policies may be undercut by business pressures and long hours, poor job design or management discretion. However challenges remain in linking gender equitable organisational change to organisational effectiveness, especially in organisations which are restructuring.Originality/value Provides a frank account of the challenges in making the links between gender equity, organisational effectiveness and work life issues that is valuable for both academics and practitioners. The 'dual agenda' approach is methodologically important as it engages both 'outsider' academics and 'insider' organisational members in an action research process directed at gender equitable organisational change.

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Work Redesign: Theory, Practice, and Possibility

Cited by 18 publications

References 9 publications

Work-life balance for parents with low incomes.

Work-life balance for parents with low incomes.

Gender role differences in reactions to unemployment: Exploring psychological mobility and boundaryless careers

Getting gender on the agenda: the tale of two organisations

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