期刊
HUMAN RELATIONS
卷 63, 期 1, 页码 3-19出版社
SAGE PUBLICATIONS LTD
DOI: 10.1177/0018726709352385
关键词
flexibility; mainstreaming; organizational change; work-family; work-family conflict; work-life
资金
- EUNICE KENNEDY SHRIVER NATIONAL INSTITUTE OF CHILD HEALTH & HUMAN DEVELOPMENT [U01HD059773] Funding Source: NIH RePORTER
This article examines perspectives on employer work-life initiatives as potential organizational change phenomena. Work-life initiatives address two main organizational challenges: structural ( flexible job design, human resource policies) and cultural ( supportive supervisors, climate) factors. While work-life initiatives serve a purpose in highlighting the need for organizational adaptation to changing relationships between work, family, and personal life, we argue they usually are marginalized rather than mainstreamed into organizational systems. We note mixed consequences of work-life initiatives for individuals and organizations. While they may enable employees to manage work and caregiving, they can increase work intensification and perpetuate stereotypes of ideal workers. In order to advance the field, organizations and scholars need to frame both structural and cultural work-life changes as part of the core employment systems to enhance organizational effectiveness and not just as strategies to support disadvantaged, non-ideal workers. We conclude with an overview of the articles in this special issue.
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