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High Performance Workplaces and Family Friendly Practices: Promises Made and Promises Kept

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Author Info
John S. Heywood () (University of Wisconsin)
W.S. Siebert () (University of Birmingham Business School and IZA Bonn)
Xiangdong Wei () (Lingnan University, Hong Kong)

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Abstract

High 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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Publisher Info
Paper provided by Institute for the Study of Labor (IZA) in its series IZA Discussion Papers with number 1812.

Download reference. The following formats are available: HTML (with abstract), plain text (with abstract), BibTeX, RIS (EndNote, RefMan, ProCite), ReDIF
Length: 49 pages
Date of creation: Oct 2005
Date of revision:
Handle: RePEc:iza:izadps:dp1812

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Postal: IZA, P.O. Box 7240, D-53072 Bonn, Germany
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Related research
Keywords: high performance workplaces; family friendly practices; motivation; work incentives;

Other versions of this item:

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; Private Pensions
J81 - Labor and Demographic Economics - - Labor Standards - - - Working Conditions

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References listed on IDEAS
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
  1. John M. Evans & Douglas C. Lippoldt & Pascal Marianna, 2001. "Trends in Working Hours in OECD Countries," OECD Labour Market and Social Policy Occasional Papers 45, OECD, Directorate for Employment, Labour and Social Affairs. [Downloadable!]
  2. John S. Heywood & W. S. Siebert & Xiangdong Wei, 2002. "Worker sorting and job satisfaction: The case of union and government jobs," Industrial and Labor Relations Review, ILR Review, ILR School, Cornell University, vol. 55(4), pages 595-609, July.
  3. John S. Heywood & W.S. Siebert & Xiangdong Wei, 2005. "The Implicit Costs and Benefits of Family Friendly Work Practices," IZA Discussion Papers 1581, Institute for the Study of Labor (IZA). [Downloadable!]
  4. Francis Green, 2001. "It's Been A Hard Day's Night: The Concentration and Intensification of Work in Late Twentieth-Century Britain," British Journal of Industrial Relations, Blackwell Publishers Ltd/London School of Economics, vol. 39(1), pages 53-80, 03. [Downloadable!] (restricted)
  5. David Neumark & Peter Cappelli, 1999. "Do "High Performance" Work Practices Improve Establishment-Level Outcomes?," NBER Working Papers 7374, National Bureau of Economic Research, Inc. [Downloadable!] (restricted)
    Other versions:
  6. John W. Budd & Karen Mumford, 2005. "Family-Friendly Work Practices in Britain: Availability and Perceived Accessibility," IZA Discussion Papers 1662, Institute for the Study of Labor (IZA). [Downloadable!]
  7. David E. Guest & Jonathan Michie & Neil Conway & Maura Sheehan, 2003. "Human Resource Management and Corporate Performance in the UK," British Journal of Industrial Relations, Blackwell Publishers Ltd/London School of Economics, vol. 41(2), pages 291-314, 06. [Downloadable!] (restricted)
  8. David Marsden, 2004. "The 'Network Economy' and Models of the Employment Contract," British Journal of Industrial Relations, Blackwell Publishers Ltd/London School of Economics, vol. 42(4), pages 659-684, December. [Downloadable!] (restricted)
  9. Robert Drago & David Black & Mark Wooden, 2005. "The Existence and Persistence of Long Work Hours," IZA Discussion Papers 1720, Institute for the Study of Labor (IZA). [Downloadable!]
  10. Harvie Ramsay & Dora Scholarios & Bill Harley, 2000. "Employees and High-Performance Work Systems: Testing inside the Black Box," British Journal of Industrial Relations, Blackwell Publishers Ltd/London School of Economics, vol. 38(4), pages 501-531, December. [Downloadable!] (restricted)
  11. Jackie Coyle-Shapiro, 2000. "Consequences Of The Psychological Contract For The Employment Relationship: A Large Scale Survey," Journal of Management Studies, Blackwell Publishing, vol. 37(7), pages 903-930, November. [Downloadable!] (restricted)
  12. John W. Budd & Karen Mumford, . "Trade Unions and Family Friendly Policies in Britain," Working Papers 0302, Industrial Relations Center, University of Minnesota (Twin Cities Campus). [Downloadable!]
    Other versions:
  13. Jovanovic, Boyan, 1979. "Firm-specific Capital and Turnover," Journal of Political Economy, University of Chicago Press, vol. 87(6), pages 1246-60, December. [Downloadable!] (restricted)
  14. John Godard, 2001. "High performance and the transformation of work? The implications of alternative work practices for the experience and outcomes of work," Industrial and Labor Relations Review, ILR Review, ILR School, Cornell University, vol. 54(4), pages 776-805, July.
  15. Michelle Brown & John S. Heywood, 2005. "Performance Appraisal Systems: Determinants and Change," British Journal of Industrial Relations, Blackwell Publishers Ltd/London School of Economics, vol. 43(4), pages 659-679, December. [Downloadable!] (restricted)
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