One of the great paradoxes of inequality in organizations is that even when organizations introduce new programs designed to help employees in traditionally disadvantaged groups succeed, employees ...who use these programs often suffer negative career consequences. This study helps to fill a significant gap in the literature by investigating how local employer practices can enable employees to successfully use the programs designed to benefit them. Using a research approach that controls for regulatory environment and program design, we analyze unique longitudinal personnel data from a large law firm to demonstrate that assignment to powerful supervisors upon organization entry improves career outcomes for individuals who later use a reduced-hours program. Additionally, we find that initial assignment to powerful supervisors is more important to positive career outcomes—that is, employee retention and performance-based pay—than are factors such as supervisor assignment at the time of program use. Initial assignment affects career outcomes for later program users through the mechanism of improved access to reputation-building work opportunities. These findings have implications for research on work-family programs and other employee-rights programs and for the role of social capital in careers.
Work-nonwork boundary management profiles Kossek, Ellen Ernst; Ruderman, Marian N; Braddy, Phillip W ...
Journal of vocational behavior,
08/2012, Letnik:
81, Številka:
1
Journal Article
Recenzirano
The goal of this paper is to advance the measurement and theory of work–nonwork boundary management styles. Boundary management styles are defined as the approaches individuals use to demarcate ...boundaries and attend to work and family and other nonwork roles, given identity centralities and perceived boundary control. We argue that research should be augmented with a person-centered approach, which examines how psychological measures are integrated into configurations. Integrating role and boundary theories, we identify three main characteristics of work-nonwork boundary management: (1) cross-role interruption behaviors (work to nonwork, and nonwork to work interruptions); (2) identity centrality of work and family roles, and (3) perceived control of boundaries. Using a variable-centered approach, we refined and validated these measures to create an assessment (Work–Life Indicator) that captured boundary management profiles. The profiles reflect how interruption behaviors, identity centralities, and boundary control interrelate to cluster into profiles, a set of psychological characteristics organized into a pattern of work–nonwork boundary functioning. We identify boundary management profiles and examine their relationships to key work-family outcomes. Regardless of the level and direction of interruption behaviors and centrality of work–family identities, we found that low control boundary management profiles (reactors, job warriors) tended to experience more negative work and family outcomes than did high control profiles (fusion lovers, dividers, family guardians, eclectics).
► We argue that boundary management studies should incorporate person-centered approaches. ► We validate boundary management measures: interruption behaviors, control, and identities. ► Low control boundary profiles have more negative outcomes than high control profiles. ► We identify six profiles: Fusion Lovers, Dividers, Family Guardians, Nonwork-eclectics, Reactors, Job Warriors. ► Boundary management profiles differ on work-family outcomes.
This study explores the influence of workplace flexibility on work-life conflict for a global sample of workers from four groups of countries. Data are from the 2007 International Business Machines ...Global Work and Life Issues Survey administered in 75 countries (
N
= 24,436). We specifically examine flexibility in where (work-at-home) and when (perceived schedule flexibility) workers engage in work-related tasks. Multivariate results indicate that work-at-home and perceived schedule flexibility are generally related to less work-life conflict. Break point analyses of sub-groups reveal that employees with workplace flexibility are able to work longer hours (often equivalent to one or two 8-hr days more per week) before reporting work-life conflict. The benefit of work-at-home is increased when combined with schedule flexibility. These findings were generally consistent across all four groups of countries, supporting the case that workplace flexibility is beneficial both to individuals (in the form of reduced work-life conflict) and to businesses (in the form of capacity for longer work hours). However, work-at-home appears less beneficial in countries with collectivist cultures.
By highlighting the intersection of clergy, elites, and outcast groups,Working in the Vineyard of the Lordilluminates the understanding of religious reform, popular devotion, and changing attitudes ...toward charity in sixteenth and early seventeenth-century Italy. Lance Lazar's work represents a new look at popular devotion throughout Early Modern Italy and its distillation in confraternal piety.
Lazar's research sheds new light on the sixteenth-century revolution in charity and poor relief, particularly the aggressive new charity focusing on marginalized groups such as prostitutes and Jews, who were among the earliest foci of Jesuit-inspired intervention. The author also recovers women's roles in reform, as recipients, administrators, and benefactors.
Working in the Vineyard of the Lordrepresents the first assessment of an entire confraternal network affiliated with a single religious order in the Early Modern period. It also reshapes views of the Jesuits and their ministries by reaffirming the prominence of Jesuit-sponsored lay initiatives, and places the earliest Jesuit confraternities in the context of religious reform, voluntary devotion, and changing attitudes toward charity across Early Modern Europe.
When people cannot find good work, can they still find good lives? By investigating this question in the context of South Africa, where only 43 percent of adults are employed, Christine Jeske invites ...readers to examine their own assumptions about how work and the good life do or do not coincide. The Laziness Myth challenges the widespread premise that hard work determines success by tracing the titular "laziness myth, " a persistent narrative that disguises the systems and structures that produce inequalities while blaming unemployment and other social ills on the so-called laziness of particular class, racial, and ethnic groups. Jeske offers evidence of the laziness myth's harsh consequences, as well as insights into how to challenge it with other South African narratives of a good life. In contexts as diverse as rapping in a library, manufacturing leather shoes, weed-whacking neighbors' yards, negotiating marriage plans, and sharing water taps, the people described in this book will stimulate discussion on creative possibilities for seeking the good life in and out of employment, in South Africa and elsewhere.
This Special Issue reprint consists of 10 research articles published in “Challenges in Work and Employment during the COVID-19 Pandemic. The authors, originating from six countries, have studied ...different professional and occupational groups during the pandemic. Their topics range from theoretical analysis of remote work to the experiences of self-leadership, and from new types of job demands to new support needs required to experience relatedness in the pandemic era.
In recent years, research on mindfulness has burgeoned across several lines of scholarship. Nevertheless, very little empirical research has investigated mindfulness from a workplace perspective. In ...the study reported here, we address this oversight by examining workplace mindfulness – the degree to which individuals are mindful in their work setting. We hypothesize that, in a dynamic work environment, workplace mindfulness is positively related to job performance and negatively related to turnover intention, and that these relationships account for variance beyond the effects of constructs occupying a similar conceptual space – namely, the constituent dimensions of work engagement (vigor, dedication, and absorption). Testing these claims in a dynamic service industry context, we find support for a positive relationship between workplace mindfulness and job performance that holds even when accounting for all three work engagement dimensions. We also find support for a negative relationship between workplace mindfulness and turnover intention, though this relationship becomes insignificant when accounting for the dimensions of work engagement. We consider the theoretical and practical implications of these findings and highlight a number of avenues for conducting research on mindfulness in the workplace.
This study reports an investigation of the relationships of work hours, job complexity, and control over work time to satisfaction with work-family balance. Based on data from a sample of 570 ...telephone call center representatives, a moderated hierarchical regression analysis revealed that work hours were negatively related to satisfaction with work-family balance, consistent with the resource drain perspective. Job complexity and control over work time were positively associated with satisfaction with work-family balance. Control over work time moderated the relationship such that as work hours rose, workers with low control experienced a decline in work-family balance satisfaction, while workers with high control did not. Results encourage greater research attention to work characteristics, such as job complexity and control over work time, and skills that represent resources useful to the successful integration of work and family demands.
This report examines how skill requirements have been evolving in Japan prior and during the COVID-19 crisis. It examines changes in the skills composition of Japan's workforce as well as policy ...efforts to improve the accessibility of career guidance, broaden training participation and foster the adoption of teleworking practices.
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