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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. |
Each month, we select up to 10 publications from those that have recently been entered into the Literature Database.
A year ago, there were 6,055 citations in the Literature Database. As of June 2005, we now have over 6,480 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.
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This month, 6 of the publications we have selected for the "Literature Updates" section of this issue of The Network News are publications relevant to the topic of reduced-load work.
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Budd, J.W. & Brey, A.M. (2004). Unions and family leave: Early experiences under the Family and Medical Leave Act. Labor Studies Journal, 28(3), 85-105.
This paper examines the impact of labor unions on the implementation of the Family and Medical Leave Act. Blue collar union members are more likely to have heard of the FMLA, are more likely to have fully-paid leaves, and are less likely to worry about losing their job or seniority because of taking a leave. Annotated by John W. Budd.
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 Global Perspectives- Harr, J.M. & Spell, C.S. (2004). Programme knowledge and value of work-family practices and organizational commitment. International Journal of Human Resource Management, 15(6), 1040-1055.
This study investigates the link between employee knowledge and perceived value of work-family policies to organizational commitment. Drawing upon social exchange theory and the norm of reciprocity, the authors argue that organizations that provide work-family programs may induce employee obligation to reciprocate in the form of enhanced employee commitment. The study employs e-mail questionnaires to examine the relationship between program knowledge and value of six work-family policies, including paid parental leave, and three aspects of organizational commitment (affective, continuance, and normative). Quantitative data from a sample of public sector employees in New Zealand indicate that employee program knowledge is important for affective commitment, leading to stronger emotional bond with the organization. The findings also reveal that employee perceived value of paid parental leave is related to normative commitment, which might be significant enough to make them stay with the organization. In light of this finding, the authors recommend that organizations in industrialized countries that currently do not legislate paid parental leave (including the US and Australia) should view this as an opportunity to improve employee normative commitment through offering this policy. Annotated by Uracha Chatrakul Na Ayudhya, Manchester Metropolitan University.
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Lenhoff, D.R., Bell, L., Casta, N., Grant, J., Peterman, K., & Rubiner, L. (2001). Family leave benefits: A menu of policy models for state and local policy makers. Washington, D.C.: National Partnership for Women & Families.
Download this report at http://www.nationalpartnership.org/portals/p3/library/PaidLeave/FLBMenuPolicy%20ModelsSept01.pdf
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Global Perspectives- OECD. (2005). Babies and bosses: Reconciling work and family life (Vol. 4): Canada, Finland, Sweden and the United Kingdom.
“A new OECD report reviews family-friendly policies in Canada, Finland, Sweden and the United Kingdom and makes recommendations to further ensure the well-being of parents and children. This fourth volume in the series of Babies and Bosses urges Canada and the UK to create more, and more affordable, childcare to help parents juggle work and family commitments. At the other end of the spectrum, the report argues that Finland needs to restrict use of long leave periods, and commends Sweden's excellent family support measures, but warns the government to control costs…”
For further information regarding the series and how to obtain the report, visit:
http://www.oecd.org/document/10/0,2340,en_2649_34819_34930826_1_1_1_1,00.html
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Phillips, K.R. (2004). Getting time off: Access to leave among working parents. Washington, D.C.: The Urban Institute.
Access to Leave among Working Parents by Katherin Ross Phillips is No. B-57 in the Series, New Federalism: National Survey of America's Families. The NSAF is part of Assessing the New Federalism, a multiyear project to monitor and assess the devolution of social programs from the federal to the state and local levels. This report is hosted on the Urban Institute's website.
For more information and to download this report, please click here http://www.urban.org/url.cfm?ID=310977
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Wisensale, S.K. & Mitchell, D.J.B. (2001). Family leave policy: The political economy of work and family in America. Armonk, N.Y.: M.E. Sharpe.
Contents include: Part I "Family and Work amidst Political and Economic Change." Chapters include: (1) "The Changing American Family"; (2) "The Family and American Politics"; (3) "The Economics of Family Life"; (4) "The Changing Workplace: When Work and Family Converge." Part II "Family Leave Policy in the United States." Chapters include: (5) "State Initiatives in Family Leave Policy"; (6) "Federal Initiatives in Family Leave Policy: Formulation of the FMLA"; (7) "Implementation and Evaluation of the Family and Medical Leave Act." Part III "Toward the Future." Chapters include: (8) "Toward Paid Leave"; (9) Lessons from Abroad: Leave Policy from an International Perspective; and (10) "Conclusions and Recommendations.
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The following list is a selection of some of our most recent additions to the Literature Database.
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Global Perspectives- (2005). Special Issue. Asia Pacific Business Review, 11(2): 139-291.
Contents include: (1) “Women in Asian Management: Cracking the Glass Ceiling?”, by V. Yukongdi & J. Benson; (2) “Women’s Managerial Careers in China in a Period of Reform”, by F.L. Cooke; (3) “Women Managers in Hong Kong: Personal and Political Agendas”, by CW. Ng & A.S. Chakrabarty; (4) Women in Management in the New Economic Environment: The Case of India”, by P.S. Budhwar, D.S. Saini, & J. Bhatnagar; (5) “Japanese Women in Management: Getting Closer to ‘Realities’ in Japan”, by M. Yuasa; (6) “Women in Management in South Korea: Advancement or Retrenchment”, by H.Y. Kang & C. Rowley; (7) “Perception of Women Managers in Singapore: A Media Analysis”, by J. Lee; (8) “Female Managers in Taiwan: Opportunities and Barriers in Changing Times”, by W.C.G. Chou, P. Fosh, & D. Foster; (9) “Women in Management in Thailand: Advancement and Prospects”, by V. Yukongdi; and (10) “Asian Women Managers: Participation, Barriers and Future Prospects”, by J. Benson & V. Yukongdi.
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Dilworth, J.E.L. & Kingsbury, N. (2005). Home-to-job spillover for Generation X, Boomers, and Matures: A comparison. Journal of Family and Economic Issues, 26(2), 267-281.
Using data from the 1997 National Study of the Changing Workforce, this article examines home-to-job spillover among Matures, Boomers, and Generation X. The results suggest that Boomers experience the most home-to-job spillover. Spillover is also associated with work hours.
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Golden, L. & Wiens-Tuer, B. (2005). Mandatory overtime work in the United States: Who, where, and what?. Labor Studies Journal, 30(1), 1-26.
Drawing on data from the 2002 General Social Survey, this article studies mandatory overtime related to demographic characteristics, industries, and outcomes. The findings indicate that mandatory overtime is experienced by 28 percent of full-time employees and it is associated with gender, ethnicity, income, and education. Mandatory overtime is most commonly used in the manufacturing and public administration industries. Work-family conflict is a significant outcome of mandatory overtime.
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Global Perspectives- Kee-Lee, C. & Chow, N.W.S. (2005). To retire or not to retire: Is there an option for older workers in Hong Kong?. Social Policy & Administration, 39(3), 233-247.
Using a life course perspective, this article explores retirement options for older workers in Hong Kong. The authors identify three options for older workers: (1) those who plan on working for as long as they can, (2) those who have no choice but to retire before age 65 due to lack of education and/or unemployment, and (3) those who plan to retire before age 65 and are financially prepared to do so. Social policy initiatives, such as anti-age discrimination policies, flexible work arrangements, continuous education and training regardless of age, and retirement schemes, are suggested to improve the retirement opportunities for older workers in Hong Kong.
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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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