Dear GDO members,
I am editing a special issue on work life initiatives and organizational
change with Leslie Hammer and Sue Lewis. Please publicize this to your
members.
Thanks
Ellen Ernst Kossek
Michigan State University
Here is the url and the call repeated below:
http://www.tavinstitute.org/humanrelations/special_issues/work_life_initiatives.html
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Work-life initiatives and organizational change
Guest Editors: Ellen Ernst Kossek (Michigan State University, USA ),
Leslie B. Hammer (Portland State University, USA), Suzan Lewis
(Middlesex University, UK)
In order to adapt to a changing workforce with growing family and
nonwork responsibilities, employers are devoting increasing
organizational resources toward enhancing structural and
cultural/relational support for work, family and personal life. Examples
of structural support may include but are not limited to the adoption of
work –life policies and practices (e.g., flexible work schedules,
teleworking and virtual arrangements, reduced workloads, alternative
work arrangements, job redesign, health initiatives to reduce job and
family stress, and child and elder care benefits). Examples of cultural
and relational support may include but are not limited to efforts to
increase instrumental and emotional support of supervisors and
co-workers for employees’ nonwork demands, and changes in group and
organizational values, norms and assumptions about the hegemony of
relationships between work and personal life. These structural and
cultural/relational change efforts are designed to create healthy work
environments with reduced conflict and stress between work and nonwork
role demands, and positive relationships between work, family and
personal life. Despite increasing employer and scholarly attention to
structural and cultural/relational initiatives to support the
integration of work with personal life, greater knowledge is needed
regarding their effectiveness, and their relation to work group and
organizational change processes and outcomes. The goal of this special
issue is to advance our understanding of the degree to which work-life
initiatives that are designed to increase structural or
cultural/relational support of the work-family – personal life interface
benefit the health and well-being of employing organizations and work
units, as well as employees on and off the job and their families. We
welcome critical approaches to the study of organizational support of
work and family. Potential structural and cultural/relational support of
work, family and personal life and relevant processes and outcomes that
may be addressed in studies for the special issue include the following
as they relate to changes in organizations and work units:
* flexible or alternative work arrangements policies, and practices
* work-life benefits such as child and elder care
* supervisor and co-worker support for family and personal life
* organizational or work group culture and climate
* workload reduction, job design, control, and autonomy over workload
* schedules and locations
* life course approaches
* socio-historical influences and prevailing rhetoric surrounding
work-life initiatives
* organizational stratification regarding access and use
* gender and social justice and multiple stakeholder perspectives
* globalization of work in a 24-7 economy
* interaction with basic employment and working conditions such as pay
and performance and job security
* processes and models for achieving systemic changes (e.g., changes in
structures, cultures and practices) to support a multiple agenda of
benefiting employers and workers and their families
* work group and organizational demography
* individual employee and group diversity (e.g. men-women; older-younger
workers; heterosexual-homo-sexual- bi-sexual relations, single- married
workers, workers with dependent care responsibilities and those without;
majority- majority culture, parent company- subsidiary, local
national-international employees)
* cross-cultural and comparative research
* variation across occupations and job groups
* variation across employer context, industry, and size
* economic, productivity, family, societal, and health outcomes, costs
and benefits
Regardless of the specific methods utilized, a strong emphasis on theory
development must be evident. We welcome critical approaches to research
on organizational change and work life initiatives. Although the
emphasis in this special issue is on empirical research, conceptual
papers that make clear contributions to our thinking about work life
initiatives and organizational change that have the potential to
stimulate future empirical work will be given full consideration.
Contributors should note:
* This call is open and competitive, and the submitted papers will be
blind reviewed in the normal way.
* Submitted papers must be based on original material not under
consideration by any other journal or outlet.
* For empirical papers based on data sets from which multiple papers
have been generated, the editors must be provided with copies of all
other papers based on the same data.
* The editors will select five papers to be included in the special
issue, but other papers submitted in this process may be published in
other issues of the journal.
The deadline for submissions is 31 January 2008. The special issue is
intended for publication in the first half of 2009.
Papers to be considered for this special issue should be submitted
online via
www.humanrelationsjournal.org. Please direct questions about
the submission process, or any administrative matter, to Alice
Gilbertson at
editorial@humanrelationsjournal.org.
Ellen Ernst Kossek
kossek@msu.edu
Leslie B Hammer
hammerl@pdx.edu
Suzan Lewis
S.Lewis@mdx.ac.uk
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Professor Ellen Ernst Kossek
School of Labor & Industrial Relations
433 South Kedzie
Michigan State University
East Lansing, Michigan 48824-1032
phone: 517-353-9040 (work), 517-388-0952 (cell)
FAX: 517-3557656
EMAIL:
kossek@msu.edu
http://www.msu.edu/~kossek/
http://flex-work.lir.msu.edu/
http://wfsupport.psy.pdx.edu/
http://www.worklifeflexibility.msu.edu/