By Diane F. Halpern

There are various classes to be realized approximately work-family interplay. it really is transparent that a few humans have realized easy methods to mix paintings and kinfolk in ways in which are at the same time supporting--at least a lot of the time--and a few employers have created paintings environments and guidelines that make confident interdependence of those spheres prone to ensue. This e-book discusses measures of work-family, clash, rules designed to minimize clash, comparisons with different industrialized countries, and the explanation why family-friendly work-policies haven't been followed with enthusiasm. the aim is to think about a large variety of themes that pertain to paintings and relations with the target of supporting employers and dealing households comprehend the work-life techniques which are on hand to allow them to make offerings that supply returns-on-investments to employers, households, and society at huge which are in keeping with own and societal values.This publication brings jointly an excellent panel of specialists from various disciplines to examine paintings and kinfolk concerns and how they have interaction. half I is an overview--with a short dialogue by way of a psychologist, economist, and a political scientist--each of whom supply their very own interpretation of the way their self-discipline perspectives this hybrid box. half II considers the enterprise case of the query of why employers may still put money into family-friendly paintings guidelines, by way of a bit at the organisation reaction to paintings family members interactions. households are the point of interest of the half IV, by way of a glance at children--many of whom are on the middle of labor and relations interplay.

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See Riggio & Desrochers, chap. ) In light of these various factors affecting work, employers face a number of challenges in understanding and remedying work-life issues. One of the challenges in addressing work-life conflict is getting past the misconcep­ tion of what Friedman, Christensen, and Degroot (1998) call the "zero sum 3. THE ROLE OF MANAGEMENT 29 game" of employee benefits. Rather than focusing exclusively on the costs to the organization, organizations should instead focus on how benefits can not only help the organization attract and retain employees, but can impact the bottom line.

Many employed parents may believe they should spend more time with their children, but none that I am aware of consider their parenting skills inadequate, nor do they fear the loss of job skills due to the performance of parenting tasks. This argument is con­ sistent with all of the findings reported by Galinsky (chap. 14, this volume). 2. HOW WE STUDY WORK-FAMILY INTERACTIONS 19 Motherhood Wage Gap Becker's later research suggested that there might be a wage penalty associ­ ated with parenting.

We first outline some of the important findings regarding work-life conflict and work performance, followed by a brief summary of some steps organizations are currently taking, and concluding by offering the next steps organizations can take. BACKGROUND ON CAUSES AND CONSEQUENCES OF WORK-LIFE AND FAMILY CONFLICT The study of work-family conflict was initially based on the assumption that work and family were two separate, incompatible, and therefore, compet­ ing roles individuals attempted to fulfill (Edwards 8c Rothbard, 2000).

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