- List of Figures
- List of Tables
- List of Contributors
- Texts and Times Mapping the Changing Study of Work and Organizations
- Labor Markets and Flexibility
- Organizations and the Intersection of Work and Family: A Comparative Perspective
- Gender, Race, and the Restructuring of Work: Organizational and Institutional Perspectives
- Skill Formation Systems
- Technology and the Transformation of Work
- Groups, Teams, and the Division of Labor: Interdisciplinary Perspectives on the Organization of Work
- Introduction: Unmanageable Capitalism?
- The Diffusion and Domestication of Managerial Innovations: The Spread of Scientific Management, Quality Circles, and TQM between the United States and Japan
- Managers, Markets, and Ideologies: Design and Devotion Revisited
- Human Resource Management
- Knowledge Management
- Industrial Relations and Work
- Labor Movements and Mobilization
- Resistance, Misbehavior, and Dissent
- Manual Workers: Conflict and Control
- Service Workers in Search of Decent Work
- What we know (And Mostly Don't Know) about Technical Work
- The Changing Nature of Professional Organizations
- Ports and Ladders: The Nature and Relevance of Internal Labor Markets in a Changing World
- Introduction: The Reorganised Economy
- Organizations and Organized Systems: From Direct Control to Flexibility
- Interfirm Relations as Networks
- Changes in the Organization of Public Services and their Effects on Employment Relations
- Understanding Multinational Corporations
- Corporate Restructuring
- Beyond Convergence and Divergence: Explaining Variations in Organizational Practices and Forms
Abstract and Keywords
The aim of this article is to develop a conceptual and empirical foundation for understanding the role that employers can play in facilitating the successful resolution of the conflicting demands of employees' work and family responsibilities. It focuses on company policies and practices and the national laws and institutions that shape them. Furthermore, it examines why employers adopt various policies that support employees' efforts to integrate their work and home lives. It then summarizes recent empirical studies of outcomes for firms — improved recruitment and retention, improvements in individual employee productivity, and improvements in process efficiency — as a result of implementing these policies. The final section of this article examines the relationship between public policy and mothers' employment as well as the impact of public policy on employers' implementation of voluntary family-friendly policies.
Eileen Appelbaum is Professor of Labor and Employment Relations at Rutgers University and the Director of the Rutgers University Center for Women and Work. She was formerly the Research Director at the Economic Policy Institute. She is author of Back to Work: Determinants of Women's Successful Reentry (1981), The New American Workplace: Transforming Work Systems in the United States (with Rosemary Batt, 1994), Manufacturing Advantage: Why High Performance Work Systems Pay Off (with Thomas Bailey, Peter Berg, and Arne Kalleberg, 2000), and Balancing Acts: Easing the Burdens and Improving the Options for Working Families (2000). email: email@example.com
Thomas Bailey is the George and Abby O'Neill Professor of Economics and Education in the Department of International and Transcultural Studies at Teachers College, Columbia University. He is also the Director of the Institute on Education and the Economy at Teachers College. Dr Bailey holds a Ph.D. in labor economics from MIT and is an expert on the economics of education, educational policy, community colleges, and the educational and training implications of changes in the workplace. He has co-authored Working Knowledge: Work-Based Learning and Education Reform (with Katherine Hughes and David Moore, 2004), Manufacturing Advantage (with Eileen Appelbaum, Peter Berg, and Arne Kalleberg, 2000), and The Double Helix of Education and the Economy (with Sue Berryman, 1992). email: firstname.lastname@example.org
Peter Berg is an associate professor at the School of Labor and Industrial Relations at Michigan State University. He received his Ph.D. in economics from the University of Notre Dame. His research interests include organizational change in the United States and Germany, high-performance work systems, work–life policies and practices in the United States and Europe, and comparative employment relations. Dr Berg is co-author of the book Manufacturing Advantage: Why High Performance Work Systems Pay-off (with Eileen Appelbaum, Thomas Bailey, and Arne Kalleberg, 2000) and editor of Creating Competitive Capacity: Labor Market Institutions and Workplace Practices in Germany and the United States (2000). email: email@example.com
Arne L. Kalleberg is the Kenan Distinguished Professor of Sociology and Senior Associate Dean for Social Sciences at the University of North Carolina at Chapel Hill. His research focuses on topics related to the sociology of work, organizations, occupations and industries, labor markets, and social stratification. He is currently working on a book about changes in job quality and work attitudes in the United States. He is also studying changing employment relations in the United States and Norway.
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