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Family-friendly working: what a performance! An analysis of the relationship between the availability of family-friendly policies and establishment performance

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  • Helen Gray

Abstract

This paper uses the Management and Employee Questionnaires from the 1998 Workplace Employee Relations Survey (WERS98) to consider whether the performance of workplaces which offer a range of family-friendly policies are superior to that of workplaces without such practices. It is found that in almost all cases where there is a significant relationship between the use of a family-friendly practice and workplace performance, this relationship is positive. In addition, it appears that workplaces which offer an extensive range of family-friendly policies are much more likely to have above-average performance than those with no such practices. The paper moves on to consider whether employers offering policies which enable employees with families to maintain a full-time presence in the workplace e.g. a workplace nursery, have better performance than those which offer policies which result in reduced-visibility e.g. working from home, part-time work. The evidence from WERS98 suggests that this is indeed the case.

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File URL: http://eprints.lse.ac.uk/20082/
File Function: Open access version.
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Bibliographic Info

Paper provided by London School of Economics and Political Science, LSE Library in its series LSE Research Online Documents on Economics with number 20082.

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Length: 45 pages
Date of creation: May 2002
Date of revision:
Handle: RePEc:ehl:lserod:20082

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Related research

Keywords: Family -friendly; part-time; equality; business case.;

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References

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  1. Sue Fernie & Helen Gray, 2002. "Its a Family Affair: the Effect of Union Recognition and Human Resource Management on the Provision of Equal Opportunities in the UK," CEP Discussion Papers dp0525, Centre for Economic Performance, LSE.
  2. Ward, Melanie E & Sloane, Peter J, 2000. "Non-pecuniary Advantages versus Pecuniary Disadvantages; Job Satisfaction among Male and Female Academics in Scottish Universities," Scottish Journal of Political Economy, Scottish Economic Society, vol. 47(3), pages 273-303, August.
  3. McNabb, Robert & Whitfield, Keith, 1998. "The Impact of Financial Participation and Employee Involvement on Financial Performance," Scottish Journal of Political Economy, Scottish Economic Society, vol. 45(2), pages 171-87, May.
  4. Addison, John T & Belfield, Clive R, 2000. "The Impact of Financial Participation and Employee Involvement on Financial Performance: A Re-estimation Using the 1998 WERS," Scottish Journal of Political Economy, Scottish Economic Society, vol. 47(5), pages 571-83, November.
  5. Virginie Pe�rotin & Andrew Robinson, 2000. "Employee Participation and Equal Opportunities Practices: Productivity Effect and Potential Complementarities," British Journal of Industrial Relations, London School of Economics, vol. 38(4), pages 557-583, December.
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Cited by:
  1. Nick Bloom & Tobias Kretschmer & John Van Reenen, 2006. "Work-life balance, management practices and productivity," LSE Research Online Documents on Economics 4668, London School of Economics and Political Science, LSE Library.
  2. Chatterji, Monojit & Mumford, Karen A. & Smith, Peter N., 2007. "The Public-Private Sector Gender Wage Differential: Evidence from Matched Employee-Workplace Data," IZA Discussion Papers 3158, Institute for the Study of Labor (IZA).

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