2 edition of Family-supportive employer policies and men found in the catalog.
Family-supportive employer policies and men
Joseph H. Pleck
|Statement||Joseph H. Pleck.|
|Series||Working paper -- no. 274, Working paper (Wellesley College. Center for Research on Women) -- no. 274.|
|The Physical Object|
|Pagination||7 leaves ;|
Why I Support A Better Balance June 5, by Scott Behson I am proud to support A Better Balance by donating a portion of every sale of my book, The Working Dad’s Survival Guide, to this amazing legal advocacy organization that is leading the charge for more family-supportive workplace and social policy. The aim of this chapter is to investigate the context dependence of the implications of telework for work–family conflict. It examines whether and how the implications of telework for strain-based and time-based work–family conflict depend on work–family-supportive and high-demand workplace cultures. Based on a sample of 4, employees derived from a unique Cited by: 2.
Workplace social support. The concept of workplace social support is derived from the broader social-support literature. It is typically viewed as a global construct (House, ) with a range of definitional dimensions that fluctuate in of the most widely used and earliest definitions comes from Cobb (), who defined social support as an individuals’ belief that Cited by: Policies Act. Rule 60L, Florida Administrative Code (F.A.C.) - Family Supportive Work. Program (FSWP) Pregnancy Discrimination Act (PDA), a amendment to Title VII of the Civil Rights. Act of DISTRIBUTION.
All In: How Our Work-First Culture Fails Dads, Families, and Businesses--And How We Can Fix It Together - Kindle edition by Levs, Josh. Download it once and read it on your Kindle device, PC, phones or tablets. Use features like bookmarks, note taking and highlighting while reading All In: How Our Work-First Culture Fails Dads, Families, and Businesses--And How We Can Fix It /5(24). Scholarship and practice concerning work–family issues have exploded over the past several decades. Managing work and family responsibilities is a topic of interest to individuals all across the globe and a frequent topic of conversation in both the private and the public sector. Organizations have a stake too. Programs and policies intended to help individuals manage .
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Get this from a library. Family-supportive employer policies and men: a perspective. [Joseph H Pleck]. COVID Resources. Reliable information about the coronavirus (COVID) is available from the World Health Organization (current situation, international travel).Numerous and frequently-updated resource results are available from this ’s WebJunction has pulled together information and resources to assist library staff as they consider how to handle.
Are "family-supportive" employer policies relevant to men. for the potential impact of family-supportive employer policies on men / review evidence in several areas: levels and Author: Joseph Pleck.
By creating a better work-family balance, family-friendly policies allow employees in two-income or single parent families to improve their economic status and quality of life. The more families are able to flourish economically, the better it is for society, as well as for the families themselves.
Family-friendly policies help employers keep. I-- Ramona K. Heck Department of Consumer Economics, Cornell University Family-Supportive Employer Policies and Men's Participation Joseph H. Pleck Department of Psychology, Wheaton College Parental Leave: Issues and Findings from a Connecticut Survey of Employers Eileen Trczinski Bush Center, Yale University, and Department of Consumer.
family-supportive policies benefit employees and organizations. Furthermore, there is no current national-level workplace data available that can address Family-supportive employer policies and men book importance of a family-supportive policy such as an employer-sponsored child care system (Brandon et al., ).File Size: KB.
Family-Supportive Employer Policies: Are They Relevant to Men. Year Published: SKU: Author: Joseph H. Pleck. This paper discusses the relevance of family-supportive policies to men. Trends in men's family participation, evidence concerning men's use of alternative work schedules, and teh availability and use of men's parental leave.
Work-supportive family, family-supportive supervision, use of organizational benefits, and problem-focused coping: Implications for work–family conflict and employee well-being. Journal of Occupational Health Psychology, 11, – Generally both men and women were strong supporters of job-guaranteed parental leave for fathers, although opinions were mixed about paid parental leave for fathers.
The employer's policy regarding length of leave was a significant predictor of the length of leave by: Family-supportive employer policies: are they relevant to men. / by Joseph H. Pleck. HD P54 Possibilities and challenges?: men's reconciliation of work and family life: conference report / edited by Jouni Varanka and Maria Forslund.
The landscape for working parents is changing. Stay competitive and retain the best talent by offering flexible family policies. When an employee walks into the office, they bring their experiences, their emotions, and their responsibilities. This all affects how an employee performs, how they relate to others in the workplace, and how they.
Institutional Inequality and the Mobilization of the Family and Medical Leave Act Rights on Leave. Get access. The Perceived Employability of Men and Women Who Take Employment Leave. American Behavioral Scientist, Vol.
58, Issue. 3, p. Are “Family-Supportive” Employer Policies Relevant to Men. In Men, Work, and Family, Author: Catherine R. Albiston. The following resources provide a broad overview of policies addressing family support services and program approaches to providing such services to families.
Economic Opportunity Annie E. Casey Foundation Offers information to practitioners, researchers, policymakers, and the general public on CFES' three-pronged approach to alleviating.
HR has an unprecedented opportunity to ensure that women are well-represented in their organizations and paid fairly. In many ways, it has been a Author: Dawn Onley. In book: Handbook of the Sociology of Gender, pp employer policies regarding matemity leave (Albiston, as part of a larger package of family-supportive.
policies. As their employer, it pays off in the long run for you to let them know it's OK to attend to personal family matters.
Support Your Employees by Creating a Family-Friendly Workplace We Author: Paula Fernandes. In the study reported in this paper, we examined the relationship between the use of four family-friendly employment practices (i.e., telecommuting, ability to take work home, flexible work hours, and family leave) and work–family conflict.
In addition, we examined whether reporting to a family-supportive supervisor was related to the use of the four practices and to Cited by: Men “make use of various employer policies to accommodate their work role to their family obligations to a far greater degree than is generally realized,” reports.
Author Scott Behson talks to GMP about his new book, work-life balance, paternity leave, his advice for career-driven dads, and how the modern workplace can make the lives of working fathers easier. The emergence of employer-sponsored family-supportive policies and the prominent coverage of work-family issues by the media reflect the continued expansion of the work-family field.
Researchers in this field have documented the changing profile of the U.S. workforce and of U.S. All In characterizes the workplace as forcing men to place career before family, and penalizing them if they don't.   The book urges that men be accurately portrayed and more strongly supported in their fatherhood roles, such as with federally mandated paternity leave, and flexible commuting and telecommuting : Josh Levs.
This article examines the effects of full- and part-time employment of women on various aspects of a household's arrangements. It argues that only full-time employment represents a significant transformation in women's roles, thus providing the bargaining resources that allow them to affect the household's by: Abstract.
This chapter reviews studies in flexible working arrangements and examines ‘hidden’ inequalities associated with gender, class location, career advancement and family status in relation to the practice of work flexibility in by: 3.