- Oxford Library of Psychology
- Oxford Library of Psychology
- Oxford Library of Psychology
- About the Editors
- A Retrospective Timeline of the Evolution of Work–Family Research
- Theoretical Approaches to the Study of Work and Family: Avoiding Stagnation via Effective Theory Borrowing
- A Review of Methodological and Measurement Approaches to the Study of Work and Family
- Gender and the Work–Family Domain: A Social Role-Based Perspective
- Is It Who You Are That Counts?: The Importance of Personality and Values to the Work–Family Experience
- Emotion Regulation at Work and at Home
- Recovery and the Work–Family Interface
- Boundary Management
- Couple Dynamics: Division of Labor
- Old and New Trends in Crossover Research
- Child Outcomes Associated with Parent Work–Family Experiences
- Challenges and Supports for Employed Parents of Children and Youth with Special Needs
- The Hidden Family Lives of Single Adults Without Dependent Children
- Research to Action: Review of Research Conducted by the Families and Work Institute
- Work–Family Initiatives from an Organizational Change Lens
- Work–Family Practice in Multinational Organizations
- The Importance of Organizational Leadership in Managing Work and Family
- Workplace Flexibility: Integrating Employer and Employee Perspectives to Close the Research–Practice Implementation Gap
- Organizational Dependent Care Support
- Work, Family, and Community
- The Impact of National Policy on Work–Family Experiences
- Cross-National Work–Life Research: A Review at the Individual Level
- The Role of Technology in Managing the Work and Nonwork Interface
- Work–Family Intervention Research
- Considering Underrepresented Populations in Work and Family Research
- The Changing Dynamics of Careers and the Work–Family Interface
- Work, Family, and Employee Health
- A Neuroscience Perspective of the Work–Family–Life Interface
- Work and Family in Times of Crisis
- Work–Family Issues in Family Business: Pertinent Aspects and Opportunities for Future Research
- Work–Family Issues for Men
- Inside Organizations: Work–Life Issues from a Practice Perspective
- Communicating Work–Family Research Beyond Academia for Thought Leadership and Impact
- Advancing Work–Family Research and Practice
Abstract and Keywords
With all of the changes in the workforce, there is increasing strain on the delicate balance between work time and personal time. Work–family issues have also been impacted by trends such as an increase in expectations for work hours, rising numbers of women in managerial and executive positions, changes in family structures, and decisions about balancing career and life. Both researchers and organizations recognized the narrow scope of work–family balance, and have expanded the focus to include the employee’s life outside of work. This chapter begins with a brief overview of what work–life effectiveness means in the current business environment, and provides a business case for why work–life effectiveness matters. It also provides two case studies detailing the types of efforts that leading organizations are making today to meet their employees’ expectations for work–life effectiveness. It concludes with a perspective on work–life evaluation and future thoughts.
Dr. Adam J. Massman is Senior Manager – Global Organizational Development & Talent Management at the Kellogg Company (Kellogg’s). During his tenure at Kellogg, he’s owned employee engagement strategies such as overhauling the work life strategy, developing a new competency framework, creating competency based performance management and development programs, leadership development programs and employee assessments. Prior to Kellogg, Dr. Massman worked at Procter & Gamble (P&G) leading work on employee analytics, manager effectiveness and digital learning strategy. Dr. Massman received his Ph.D. in Organizational Psychology from Michigan State University.
Dr. Jane Brodie Gregory is a Senior Consultant with PDRI, a CEB Company, in their Arlington, VA office. Brodie’s work focuses on leadership development, talent management, and performance management, with particular expertise in coaching and feedback. She has 9 years of experience, including both external consulting and in-house roles. Brodie has extensive experience working with global clients, both remotely and onsite in four continents.Prior to joining PDRI, Brodie was a Manager of Global Leadership Development with Procter and Gamble, and previously worked in Global Talent Management with The Timken Company. Brodie completed her graduate work at The University of Akron, a top-ten doctoral program for Industrial/Organizational Psychology.
Dr. Silke McCance is Senior Manager – Human Resources Research & Analytics at Procter & Gamble in Cincinnati, Ohio. She owns the global corporate survey program that is delivered and analyzed annually to over 100,000 employees, in 80+ countries, in 20+ languages. She owns all external selection/assessment tools used at P&G, including candidate reactions, job analysis/competency modeling, deployment, training and legal consultation/audit support. Prior, she consulted on job analysis; designing, administering, and serving as certified assessor for a developmental assessment center; and developing and validating work simulation tests. Dr. McCance received her Ph.D. in Industrial-Organizational Psychology from the University of Illinois at Urbana-Champaign.
Andrew Biga is the Director of Talent Acquisition and Assessment at JetBlue Airways. Andrew oversees a team of 40+ professionals who are collectively responsible for hiring across all work groups and fill 3,000+ roles annually. Previously, Andrew led the People Analytics teams at both JetBlue and Procter & Gamble with over 10 years of HR research experience. Andrew completed his PhD in Industrial-Organizational Psychology from the University of South Florida and currently lives in New York City.
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