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Work-Life Policies: Linking National Contexts, Organizational Practice and People for Multi-level Change

In: Expanding the Boundaries of Work-Family Research

Author

Listed:
  • Ellen Ernst Kossek

    (Michigan State University
    Purdue University)

  • Ariane Ollier-Malaterre

    (Rouen Business School)

Abstract

A growing area of societal concern across the globe pertains to familyresponsive employment policies and practices that are designed to improve individuals’ ability to effectively carry out work and family demands over the career span (Kamerman, 2005a). Work-family policies and practices are adopted by employers and governments to help employees jointly manage work and non-work roles; enable successful participation in labour market activity, family and personal life; and enhance quality of life (Kossek, 2005, 2006). They are ostensibly designed to reduce work-family conflicts, and foster positive engagement in work, family and personal life over a career. These policies facilitate employees’ involvement in care-giving for children, elders, or other family members; and many non-work pursuits such as education, volunteering, leisure and self-care (health, exercise) (Ollier-Malaterre, 2009; Ryan & Kossek, 2008). Common policies include flexible work arrangements providing: control over the time, timing, continuity and amount of work; direct dependent care supports, such as child and elder care services and employee assistance plans; and information and social support for managing work-family stress and health, such as network groups and seminars (Kossek & Friede, 2006).

Suggested Citation

  • Ellen Ernst Kossek & Ariane Ollier-Malaterre, 2013. "Work-Life Policies: Linking National Contexts, Organizational Practice and People for Multi-level Change," Palgrave Macmillan Books, in: Steven Poelmans & Jeffrey H. Greenhaus & Mireia Las Heras Maestro (ed.), Expanding the Boundaries of Work-Family Research, chapter 1, pages 3-31, Palgrave Macmillan.
    • Handle: RePEc:pal:palchp:978-1-137-00600-4_1
    DOI: 10.1057/9781137006004_1
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    Citations

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    Cited by:

    1. Charlotte K. Marx & Martin Diewald, 2022. "What Works? How Combining Equal Opportunity and Work–Life Measures Relates to the Within-Firm Gender Wage Gap," Social Sciences, MDPI, vol. 11(6), pages 1-34, June.
    2. Rönkä, Anna & Malinen, Kaisa & Metsäpelto, Riitta-Leena & Laakso, Marja-Leena & Sevón, Eija & Verhoef-van Dorp, Melissa, 2017. "Parental working time patterns and children's socioemotional wellbeing: Comparing working parents in Finland, the United Kingdom, and the Netherlands," Children and Youth Services Review, Elsevier, vol. 76(C), pages 133-141.
    3. Bosch, Maria José & Heras, Mireia Las & Russo, Marcello & Rofcanin, Yasin & Grau i Grau, Marc, 2018. "How context matters: The relationship between family supportive supervisor behaviours and motivation to work moderated by gender inequality," Journal of Business Research, Elsevier, vol. 82(C), pages 46-55.
    4. Charlotte K. Marx & Mareike Reimann & Martin Diewald, 2021. "Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits," Social Sciences, MDPI, vol. 10(1), pages 1-22, January.

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