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Work -family responsiveness in organ...

Ruggiere, Paul John.

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Work -family responsiveness in organizations: The influence of resource dependence and institutionalization of program adaptation.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Work -family responsiveness in organizations: The influence of resource dependence and institutionalization of program adaptation./
作者:	Ruggiere, Paul John.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2000,
面頁冊數:	141 p.
附註:	Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3378.
Contained By:	Dissertation Abstracts International63-09A.
標題:	Labor relations. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3064418
ISBN:	9780493833798

Work -family responsiveness in organizations: The influence of resource dependence and institutionalization of program adaptation.
Ruggiere, Paul John.

Work -family responsiveness in organizations: The influence of resource dependence and institutionalization of program adaptation. - Ann Arbor : ProQuest Dissertations & Theses, 2000 - 141 p.

Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3378.

Thesis (Ph.D.)--University of North Texas, 2000.

Changes in workforce demographics, employee sentiments, and working conditions have increased attention on employees' needs to balance the demands of work life and family life. Despite apparent growing interest among companies to be responsive to these needs, the number of companies demonstrating high levels of work-family responsiveness is relatively small. The frameworks of resource dependence theory and institutional theory were used to develop a model to explain differences in work-family responsiveness among for-profit companies. The theoretical models were tested on survey data collected through a stratified random sample of 692 for-profit companies. The data were further enhanced with secondary data sources.

ISBN: 9780493833798Subjects--Topical Terms:

3172144
Labor relations.

Work -family responsiveness in organizations: The influence of resource dependence and institutionalization of program adaptation.
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245 1 0 $a Work -family responsiveness in organizations: The influence of resource dependence and institutionalization of program adaptation.
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300 $a 141 p.
500 $a Source: Dissertation Abstracts International, Volume: 63-09, Section: A, page: 3378.
500 $a Major Professor: Rudy Ray Seward.
502 $a Thesis (Ph.D.)--University of North Texas, 2000.
520 $a Changes in workforce demographics, employee sentiments, and working conditions have increased attention on employees' needs to balance the demands of work life and family life. Despite apparent growing interest among companies to be responsive to these needs, the number of companies demonstrating high levels of work-family responsiveness is relatively small. The frameworks of resource dependence theory and institutional theory were used to develop a model to explain differences in work-family responsiveness among for-profit companies. The theoretical models were tested on survey data collected through a stratified random sample of 692 for-profit companies. The data were further enhanced with secondary data sources.
520 $a While the institutional model explained more variance in work-family responsiveness than the resource dependence model, a model combining both theories best explains work-family responsiveness among for-profit companies. High industry-region diffusion of family-friendly benefits was one of several strong predictors of work-family responsiveness. Also, the greater the proportion of professionals in a company's industry, the greater was the level of work-family responsiveness. Companies that measured effectiveness outcomes were more likely to offer family-friendly benefits. The same was true for companies with more positive assessments regarding the impact of their family-friendly benefits. Organizations that were large, publicly traded, or had human resource departments also demonstrated greater levels of work-family responsiveness.
520 $a Future research should include variables introduced in this study and should expand the range of variables as to include other theoretical perspectives. Policy makers for companies, advocacy groups and government leaders will find the results of this study beneficial. Companies operating in environments characterized by strong diffusion of family-friendly benefits among similar companies will be well served by developing policies and programs that conform to these norms. Advocates and government leaders should understand that recent interest in work-family responsiveness is unlikely equally benefit all sectors of employment.
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