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| Each month, we select up to 10 publications from those that have recently been entered into this database. |
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The Sloan Work and Family Research Network maintains an online database which contains the citations and annotations of work-family research publications.
A year ago, there were 5,350 citations in the Literature Database. As of June 2004, we now have over 6,080 citations.
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Click here for a direct link to the Sloan Literature Update articles in the Literature Database. |
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To Bookmark a direct link to the Literature Database please click here. |
This month, 5 of the publications we have selected are publications relevant to the topic of the flexible workplace. |
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Global Perspectives - Berg, P., Applebaum, E., Bailey, T., & Kalleberg, A.L. (2004). Contesting time: International comparisons of employee control of
working time. Industrial and Labor Relations Review, 57, 331-349.
Drawing from interviews conducted in 2000 as well as previous literature, the authors do a comparative analysis of how three factors (management and labor union strategies, the institutional and regulatory environment, and labor market conditions) affect working time and employees’ control over work hours in seven countries. The countries compared in this article are Australia, Germany, the Netherlands, the United States, Japan, Sweden, and Italy. The authors provide overviews of government legislation, labor market conditions, and management/labor union approaches in each of these countries related to employee work hours. The findings suggest that while labor unions, collective bargaining, and government legislation have contributed to employees’ greater control over working hours, employers continue to have the greatest effect on work hours. |
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Global Perspectives - Bytheway, Z., & Archer, S. (2004). Women, family and work. Alternative Law Journal, 28, 39-42.
This article examines Australian legislation to prohibit workplace discrimination on the basis of family responsibilities. Examples of legislation include provisions made to the Convention No. 156: Workers with Family Responsibilities 1981 and the Sex Discrimination Act. The authors provide two court cases regarding working mothers attempting to gain access to flexible work arrangements through the use of territory and state legislation for indirect discrimination for family responsibilities. |
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Global Perspectives - Fraser, M. (2004). New rights for old: Flexi-working and sex discrimination. Employee Relations, 26, 167-182.
This article examines in detail the amendments to the United Kingdom’s Employment Rights Act 1996, as well as amendments to the Sex Discrimination Act. The Employment Rights Act of 1996 currently includes a Flexible Working (Eligibility, Complaints and Remedies) Regulations 2002 and Flexible Working (Procedural Requirements) Regulations 2002. Fraser explains the stipulations and process of applying for a change in work hours and/or work location due to parenting responsibilities. In addition, benefits and challenges of both of these Acts are provided. |
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Rogier, S.A., & Padgett, M.Y. (2004). The impact of utilizing a flexible work schedule on the perceived career advancement potential of
women. Human Resource Development Quarterly, 15, 89-107.
This article studies the effects of women’s use of flexible work schedules on career advancement potential. Participants examined and stated perceptions of a mock personnel file of a female employee either on a flexible schedule or a regular schedule seeking advancement. The findings suggest that the flexible schedule employees were perceived as having lower career dedication, lower motivation, and less likely to be promoted than regular schedule employees. There was not a significant difference in the perceptions of job performance between flexible schedule employees and regular schedule employees. The authors provide a brief overview of the positive effects of flexible work schedules for employers and employees, as well as suggestions for future research. |
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Global Perspectives - Wallace, C. (Ed.) (2002). Critical review of literature and discourses about flexibility. Research Report #1.
Households Work and Flexibility Research Consortium.
To download full report, click here. |
The following list is a selection of some of our most recent additions to the Literature Database. |
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Global Perspectives - Artazcoz, L., Borrell, C., Benach, J., Cortes, I., & Rohlfs, I. (2004). Women, family demands and health: The
importance of employment status and socio-economic position. Social Science & Medicine, 59, 263-274.
Drawing on data from the 1994 Catalonian Health Survey, this article investigates whether differences exist in the health status of employed women and housewives, in relation to family demands and educational level. The findings suggest that health status is better among employed women. Family demands have a negative impact on most health indicators and health-related behaviors for workers of low educational level, however this did not prove to be true for workers of a high educational level or housewives. These results imply that it is important to look at the interaction between family demands, employment status, and educational level when assessing the impact of family demands on women’s health. |
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Hoyman, M., & Duer, H. (2004). A typology of workplace
policies: Worker friendly vs. family friendly. Review of Public Personnel Administration, 24, 112-132.
This article discusses four categories or “typologies” of workplace policies. For each category of policies the authors provide examples and state who benefits the most from the policy (employee/employer/both), the purpose of the policy, and the target audience of the policy. Each of the types of workplace policies are also characterized as pro-employee or pro-employer. Examples of policies studied in this article are leave policies, health care, flextime, telecommuting, child care, and incentives to employees such as gym membership. |
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Keene, J.R., & Quadagno, J. (2004). Predictors of perceived
work-family balance: Gender differences or gender similarity? Sociological Perspectives, 47, 1-23.
Drawing on data from the 1996 General Social Survey and the 1992 National Study of the Changing Workforce, this article examines men and women’s perceptions of work-family balance in relation to role spillover, family, and work. The authors rely on the “gender similarity” model and the “gender difference” model. The results of the General Social Survey indicate that both males and females perceptions of work-family balance are negatively impacted by more work and family demands. Meanwhile, the findings from the National Study of the Changing Workforce analysis reveal that men and women perceive work-family balance and demands from family and work differently. |
To Bookmark a direct link to the Literature Database please click here.
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The Sloan Work and Family Research Network appreciates the extensive support we have received from the Alfred P. Sloan Foundation and the Boston College community.
E-mail: wfnetwork@bc.edu - Phone: 617-552-4033 / 617-552-1708 - Fax: 617-552-1080
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