Hi
*Human Relations*
We would like you to know about the publication of this special issue,
which we believe will be of interest to you.
Work-life initiatives and organizational change
January 2010, Volume 63, No. 1
Guest Editors: Ellen Ernst Kossek, Suzan Lewis and Leslie B. Hammer
To access this special issue please go to:
http://hum.sagepub.com/content/vol63/issue1/
In order to adapt to a changing workforce with growing family and
non-work 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’ non-work 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 non-work 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. One knowledge
challenge for organizations and societies and scholarship is that the
streams of research on structural and cultural supports are not well
integrated and more research is needed on implementation.
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. Taken together, the papers show that organizational
change efforts are most likely to be effective when structural and
cultural supports are integrated and linked in the organizational social
system. Without enhanced cultural integration, work-life initiatives
risk becoming bureaucratic structures, privileged accommodations, or
stigmatized entitlements. A research agenda and strategies are
identified to move work-life issues from the margin to the mainstream
across different societal and organizational contexts.
We hope you will enjoy reading it.
CONTENTS
Work-life initiatives and organizational change: Overcoming mixed
messages to move from the margin to the mainstream
Ellen Ernst Kossek, Suzan Lewis and Leslie B. Hammer
Representations of work-life balance support
Samula Mescher, Yvonne Benschop and Hans Doorewaard
Contributions of work-life and resilience initiatives to the
individual/organization relationship
Ariane Ollier-Malaterre
Technology-assisted supplemental work and work-to-family conflict: The
role of instrumentality beliefs, organizational expectations and time
management
Grant H. Fenner and Robert W. Renn
Doing more with less? Flexible working practices and the intensification
of work
Clare Kelliher and Deirdre Anderson
Institutional explanations for managers’ attitudes towards telehomeworking
Pascale Peters and Stefan Heusinkveld
Moderators of the curvilinear relation between extent of telecommuting
and job and life satisfaction: The role of performance outcome
orientation and worker type
Meghna Virick, Nancy DaSilva and Kristi Arrington
Ellen Kossek, Suzan Lewis and Leslie B. Hammer
Guest editors of the special issue on Work-life initiatives
workfamily@humanrelationsjournal.org
Human Relations
www.humanrelationsjournal.org
--
Dr. Ellen Ernst Kossek
University Distinguished Professor
Assoc. Director, Center for Work-Family Stress, Safety,& Health
433 South Kedzie Hall
School of Labor & Industrial Relations
Michigan State University
East Lansing, Michigan 48824-1032
Work: 517-353-9040; Cell: 517 388-0952
Email:
kossek@msu.edu http://ellenkossek.lir.msu.edu/
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