The Advantages and Disadvantages of Work-Family Practices:
The Usage and Effect on Employee Performance
Facts and Statistics
● Employers turn to flexible scheduling for recruitment and employee retention in workplaces with labor shortages. They also use this as a method to increase productivity, and job satisfaction (Golden, 2001).
● Women with a college degree are about 1.3 times more likely to have access to a flexible work schedule (Glauber, 2011).
● Men and women who work in public sectors, and are not unionized, do not have access to flexible work schedules (Glauber, 2011).
● According to studies, flextime can be seen as the most highly valued practice, whereas the childcare subsidy is the least valued practice (Haar, 2004).
● Family …show more content…
Department of Labor Women’s Bureau, 1998).
Annotated Bibliography
Ko, J., Hur, S., & Smith-Walter, A. (2013). Family-friendly work practices and job satisfaction and organizational performance: Moderating effects of managerial support and performance-oriented management. Public Personnel Management, 42(4), 545-560.
Authors Ko, Hur, and Smith-Walter, explore the effects of family-work practices being implemented in the workplace. They state the change in demographics, and point out the increase of dual career couples, and the increase of women actively participating in the workforce. Which results in more employee demands, such as flexible work arrangements and a well-balanced home and career life. The results, vary per study, some demonstrate the family-work practices promote organizational commitment; however, others imply a partial reduction in turnover intention. The inconclusive results demonstrate in order for such practices to be effective and promote productivity and engagement, the organizational culture must change to meet employees and employers’ …show more content…
■ Providing just a specific kind of practices may not be helpful because employees may want to choose between different alternatives, or they may want to combine them (Giardini, 2008).
○ Organizations should fully support their adapted work-family policies and develop them according to their employees’ needs.
■ Benefits of low value risk reducing felt obligations rather than enhancing them. This finding should encourage organizations to develop work-family policies in conjunction with employees (Haar,
The Usage and Effect on Employee Performance
Facts and Statistics
● Employers turn to flexible scheduling for recruitment and employee retention in workplaces with labor shortages. They also use this as a method to increase productivity, and job satisfaction (Golden, 2001).
● Women with a college degree are about 1.3 times more likely to have access to a flexible work schedule (Glauber, 2011).
● Men and women who work in public sectors, and are not unionized, do not have access to flexible work schedules (Glauber, 2011).
● According to studies, flextime can be seen as the most highly valued practice, whereas the childcare subsidy is the least valued practice (Haar, 2004).
● Family …show more content…
Department of Labor Women’s Bureau, 1998).
Annotated Bibliography
Ko, J., Hur, S., & Smith-Walter, A. (2013). Family-friendly work practices and job satisfaction and organizational performance: Moderating effects of managerial support and performance-oriented management. Public Personnel Management, 42(4), 545-560.
Authors Ko, Hur, and Smith-Walter, explore the effects of family-work practices being implemented in the workplace. They state the change in demographics, and point out the increase of dual career couples, and the increase of women actively participating in the workforce. Which results in more employee demands, such as flexible work arrangements and a well-balanced home and career life. The results, vary per study, some demonstrate the family-work practices promote organizational commitment; however, others imply a partial reduction in turnover intention. The inconclusive results demonstrate in order for such practices to be effective and promote productivity and engagement, the organizational culture must change to meet employees and employers’ …show more content…
■ Providing just a specific kind of practices may not be helpful because employees may want to choose between different alternatives, or they may want to combine them (Giardini, 2008).
○ Organizations should fully support their adapted work-family policies and develop them according to their employees’ needs.
■ Benefits of low value risk reducing felt obligations rather than enhancing them. This finding should encourage organizations to develop work-family policies in conjunction with employees (Haar,