The organizational work-family culture. The organizational time as an element of the work-family balance, in Europe

Juggling work and family has become a challenge or any management system considering that the time to achieve is growing at the expanse of the necessary time to complete the tasks related to private life. The achievement of this balance is done on one hand by legislative means, and on the other hand at an organizational level, through an organizational culture that supports the achievement of a balance between the employee’s work and his family life – the work-family type of culture. The most important dimensions of the work-family culture discussed are those proposed by Thompson et. alii (1999), who in the conducted research suggests that such a culture can be evaluated after three main components, three dimensions namely: the time request from the organization; the consequences of using the benefits of family-friendly policies on the career; managerial support. In this article we will discuss the aspects related to the organizational time in the European area and how the employees perceive the need for organizational time and harmonizing it with the necessary time for the extra-jobs. Of course, every organization must know the importance of each of these cultural dimensions to focus their changing efforts to the size that counts in the given organizational context. It would also be useful to determine how work-family culture perception varies depending on occupations, industry and the organization size.