High Performance Workplaces and Family Friendly Practices: Promises Made and Promises Kept
AbstractHigh performance workplaces elicit greater involvement and productivity from employees but past theory and evidence remain divided on whether or not such workplaces are compatible with family friendly work practices. We present new evidence on the association using perceptions of a representative sample of workers and an innovative testing framework. The evidence reveals that high performance workplaces are no more likely to make commitments to provide family friendly workplaces than are other workplaces. It shows, however, that high performance workplaces are more likely to keep the family friendly commitments they make, thereby maintaining a "psychological contract" based on mutual obligation. As providing family friendly practices requires both making and keeping commitments, the evidence confirms that high performance workplaces are more likely to provide such practices.
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Bibliographic InfoPaper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 1812.
Length: 49 pages
Date of creation: Oct 2005
Date of revision:
Publication status: published in: International Journal of Human Resource Management, 2010, 21 (11), 1976-1995
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Find related papers by JEL classification:
- J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
- J32 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Nonwage Labor Costs and Benefits; Retirement Plans; Private Pensions
- J81 - Labor and Demographic Economics - - Labor Standards - - - Working Conditions
This paper has been announced in the following NEP Reports:
- NEP-ALL-2005-11-05 (All new papers)
- NEP-BEC-2005-11-05 (Business Economics)
- NEP-SOC-2005-11-05 (Social Norms & Social Capital)
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