2 edition of Family-friendly workplaces, work-family interface and worker health found in the catalog.
Family-friendly workplaces, work-family interface and worker health
Nancy L Marshall
|Statement||Nancy L. Marshall, Rosalind C. Barnett|
|Series||Working paper series -- no. 259, Working paper series (Wellesley College. Center for Research on Women) -- no. 259|
|Contributions||Barnett, Rosalind C|
|The Physical Object|
|Pagination||16 p. ;|
|Number of Pages||16|
(). Family-friendly policies, supervisor support, work-family conflict, family-work conflict, and satisfaction: a Test of a conceptual model. (). Family-friendly workplaces, work-family interface, and worker health. In ().Author: Yu-Ying Lu. A study of share price reactions to announcements of family-friendly policies in the Wall Street Journal found that “the announcements alone significantly improved share prices.” A study of workplace flexibility showed positive correlations with job engagement, job satisfaction, employee retention, and employee health.
This morning, the Huffington Post published the following op-ed from the President, discussing the need for family-friendly policies in our op-ed is part of a series of essays about the issues facing working families, leading up to today's White House Summit on Working Families. Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.
WORK AND FAMILY CReAtINg A FAMILY-FRIeNDLY WORKpLACe I 3 To encourage family-friendly workplaces in Slovenia, the Ministry of Labour, Family and Social Affairs has backed a family-friendly enterprise certification programme since The certification focuses on employer practices that support work-family Size: KB. LMF Family-Friendly Workplace Practices Definitions and methodology Workplace practices are key determinants of families’ ability to reconcile work and family life. These practices are especially important for employees who do face constraints in access to public supports in the.
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Get this from a library. Family-friendly workplaces, work-family interface and worker health. [Nancy L Marshall; Rosalind C Barnett]. Family-Friendly Workplaces, Work-Family Interface And Worker Health Authors: Nancy L.
Marshall, Rosalind C. Barnett SKU: The Wellesley Centers for Women is a premier women- and gender-focused, social-change oriented research-and-action institute at Wellesley College. Our mission is to advance gender equality, social justice, and human. Work-Family Connection The Boss: Health initiatives send a message to employees that their health is important.
They indicate a company commitment to the well being of employees. Each step towards a family friendly workplace says that your company cares about parents and children. You play a major role in employee health.
This is particularly File Size: KB. the work-family interface was, and still is, to assess the validity of our strongly held myths about the nature of women, men, work, and family.
In this paper we will look at seven pervasive myths. Genuinely family-friendly workplaces build a sense of community among co-workers by creating opportunities for employees' families to come together in and outside of the : Paula Fernandes.
Family-Friendly Workplaces, Work–Family Interface, and Worker Health —Nancy L. Marshall and Rosalind C. Barnett; V. Work–Nonwork Conflict. Marriage and Children for Professional Women: Asset or Liability.
—Ethel Roskies and Sylvie Carrier; Balancing the Multiple Roles of Work and Caregiving for Children, Adults, and EldersPages: The goal is not to provide an exhaustive overview of the many concerns identified, but rather to highlight the existence of the work-family interface and implications of different ways of thinking about, or structuring, that interface.
Within each chapter, readers will find contributions composed by leading scholars in the work-family field. The focus was the Family-friendly workplaces effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance).
Methods: This study was a cross-sectional study. Family-friendly workplace Child labour Young workers Premises and property Companies can make an important contribution to children’s rights by establishing family-friendly workplaces where employees are supported in meeting both their work commitments and family responsibilities.
Protect employees’ reproductive health, giving. Family-friendly workplaces, work --family interface, and worker health / Nancy L. Marshall and Rosalind C. Barnett. --pt. Work --Nonwork conflict. Marriage and children for professional women: asset or liability.
/ Ethel Roskies and Sylvie Carrier. The San Francisco Family Friendly Workplace Ordinance (FFWO) gives certain employees the right to request flexible or predictable work arrangements to assist with caregiving responsibilities.
Employers with 20 or more employees are covered by the law. Employees of these employers are covered by the law if they are (1) employed in San Francisco. Work–family conflict occurs when an individual experiences incompatible demands between work and family roles, causing participation in both roles to become more difficult.
This imbalance creates conflict at the work-life is important for organizations and individuals to understand the implications linked to work-family conflict. By creating a better work-family balance, family-friendly policies allow employees in two-income or single parent families to improve their economic status and quality of life.
The more families are able to flourish economically, the better it is for society, as well as for the families themselves.
Family-friendly policies help employers keep. Representatives from all levels of management utilize family-friendly benefits. o o o o What motivates your organization to create family-friendly benefits (check all that apply): o Family-Friendly benefits improve employee health outcomes.
o Family-Friendly benefits decrease work-family demands. o Family-Friendly benefits reduce employee stress. Family-friendly flexibility in the workplace supports optimal early childhood brain development.
Child well-being is enhanced when parents are able to spend time with their children. There are clear benefits of family friendly policies in the workplace; they help to grow the next generation of productive workers and citizens.
The research shows that while 79 percent of employees named flexible hours as the family-friendly perk that would best convince them to work for an employer, just 68 percent of employers actually.
Work-family conflict is increasingly common among U.S. workers (Jacobs and Gerson ; Nomaguchi ; Winslow ), with about 70 percent of workers reporting some interference between work and non-work (Schieman, Milkie, and Glavin ).Work-family conflict has grown due to increases in women’s labor force participation (meaning more households Cited by: High-Performance Work Systems and work-to-family interface: The mediating role of well-being at work.
The reserve causation, i.e., the fact that HPWS practices are related to well-being at work, which in turn is related to work-to-family interface, is also supported : Audrey Babic, Florence Stinglhamber, Isabelle Hansez.
The Families and Work Institute has been surveying people about work and family issues for the past two decades in their National Studies of the Changing Workforce.
If you follow their results over time, it is encouraging to note that more and more respondents report that their workplaces and jobs are more flexible and supportive than ever. One of the best ways of ensuring balance between work and family is by the use of family-friendly workplace policies and practices.
Family-friendly workplace provisions negotiated between an employer and its employees may include: accessing annual leave in single or part-day periods.
taking time off in lieu of overtime payments. These work–family friendly policies enabled women to attend to dependent care responsibilities, household activities or to pursue higher studies.
Policies and programmes that are specifically aimed at enabling women to combine work and personal lives are also labelled as work–family friendly by: The aim of this chapter is to investigate the context dependence of the implications of telework for work–family conflict.
It examines whether and how the implications of telework for strain-based and time-based work–family conflict depend on work–family-supportive and high-demand workplace cultures.
Based on a sample of 4, employees derived from a unique Cited by: 2. Do family-friendly work practices – offering flexibility in case of unexpected childcare emergencies, job sharing schemes, subsidy for childcare, entitlement to work from home, switch to part.