- 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
Designing effective work–life programs is critical as these solutions directly impact how people get work done, an essential function of all organizations. Work–life programs are used as a way to enhance and promote the employment brand and value proposition that organizations offer to potential new hires and current employees. There is significant risk with these programs as modification and removal of such programs can result in public backlash and a decline in employee morale and engagement. This chapter will review current and future challenges in implementing effective work–life solutions along with a wish list of research to assist practitioners in improving the use and effectiveness of these programs.
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.
Allan H. Church is the Vice President Organization Development Global Groups and Executive Assessment at PepsiCo. He joined PepsiCo in 2000. Previously he spent nine years consulting with Warner Burke Associates, and several years at IBM. On the side, he has been an Adjunct Professor at Columbia University, Visiting Scholar at Benedictine University, and Chair of the Mayflower Group. Allan received his Ph.D. in Organizational Psychology from Columbia University. He is a Fellow of SIOP, APA, and APS.
Cara Wade is the Vice President and Executive Consultant at Leadership Worth Following, LLC. Cara is responsible for client management, business development, and delivery of Executive Assessment and Coaching programs across a variety of clients and industries. Previously, Cara worked for PepsiCo in the Talent Management and Development Function. She completed her PhD in Experimental Psychology from the University of Texas at Arlington and currently lives in Dallas, TX.
Angela K. Pratt is the HR Director of European Functions and Breakfast Business Unit at Kellogg Company in Dublin, Ireland. Prior to this role, she led Global Recruiting and Organizational Capability for Kellogg, including global recruiting capability, surveys, assessments, work life, and leadership development. Angela has over 10 years of experience in global HR and research for leading Fortune 500 companies. She completed her PhD in Industrial-Organizational Psychology from Wayne State University.
Kaitlin M. Kiburz is a Human Resource Generalist at the Kellogg Company where she is the business partner supporting 675 full-time and 1,000 part-time sales employees across the eastern region of the US. Previously, Kaitlin worked as an Organizational Development and Talent Management Specialist where she co-led the renewed work-life initiative at Kellogg. Kaitlin is a doctoral candidate in Industrial-Organizational Psychology at the University of South Florida and currently lives in Charlotte, North Carolina.
Maxine Brown-Davis is currently, an associate with several Executive Coaching and Management Consulting Companies in the United States. Maxine retired as the Chief Diversity Officer (CDO) and VP of Organization Performance with The Procter & Gamble Company in Cincinnati, OH. In her corporate roles, Maxine was accountable to 140,000+ global employees to provide the Organizational excellence and exceptional personal performance platforms/resources needed for sustained successful business results. Maxine lives on the Southern Coast of North Carolina.
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