Each month, we select up to ten publications from those that have recently been entered into the Literature Database.

A year ago, there were approximately 7,125 citations in the Literature Database. As of February 2007, we now have over 8,300 citations.

Direct link to the Sloan Literature Update articles in the Literature Database.

Bookmark a direct link to the Literature Database.

Barton, G.M. (2006). Culture at work: Constructing a robust work environment to help drive your total rewards strategy. Scottsdale, AZ: World at Work Press.
"As a key driver to bottom-line business success, organizational culture is a critical element to your total rewards strategy. Before you decide which total rewards programs are right for your employees, you first should create the right culture. This poses a major challenge for employers. But the reward for developing a vibrant culture—especially a culture that your employees embrace—can pay huge dividends. This book serves as a template for assessing and managing an organizational culture." (from http://www.worldatwork.org)

Burud, S. & Tumolo, M. (2004). Leveraging the new human capital: Adaptive strategies, results achieved, and stories of transformation. Palo Alto, CA: Davies-Black.
Table of contents: People, the engine of success -- Knowledge and service work -- The rise of the dual-focus worker -- The new ideal worker -- Choosing to invest in people -- Adopting a new set of beliefs -- Redefining the organizational culture -- Transforming management practices -- Ensuring fit: Beliefs, culture, practices -- Human capital results -- Customer results -- Organizational performance results -- The DuPont story -- The Baxter International story -- The SAS story -- The FTN story.

Gladwell, M. (2000). The tipping point: How little things can make a big difference. New York: Little, Brown and Co.
Table of contents: The three rules of epidemics -- The law of the few: Connectors, mavens and salesmen -- The stickiness factor: Sesame Street, Blue's Clues and the educational virus -- The power of context (part one): Bernie Goetz and the rise and fall of New York City crime -- The power of context (part two): The magic number one hundred and fifty -- Case study: Rumors, sneakers, and the power of translation -- Case study: Suicide, smoking, and the search for the unsticky cigarette -- Conclusion: Focus, test, and believe.

Hankin, H. (2004). The new workforce: Five sweeping trends that will shape your company's future. New York: AMACOM.
Table of contents: Trend 1: Longevity: The aging population: Living better and working longer -- Trend 2: More varied household types: The face of the new American family -- Trend 3: Generations: Boomers and Nexters oh my! -- Trend 4: Diversity: America the colorful -- Trend 5: Trust, ethics, and respect: Seeking "higher purpose" in the workplace -- The impact on human resources policy -- The impact on recruiting -- The impact on compensation and benefits -- The impact on learning and training -- Formula for the future: Flexibility, respect, and lots of communication.

Johnson, L. & Phillips, B. (2003). Absolute honesty: Building a corporate culture that values straight talk and rewards integrity. New York: AMACOM.
Table of contents: The naked truth -- A culture of absolute honesty -- Absolute honesty law #1: Tell the truth -- Absolute honesty law #2: Tackle the problem -- Absolute honesty law #3: Disagree and commit -- Absolute honesty law #4: Welcome the truth -- Absolute honesty law #5: Reward the messenger -- Absolute honesty law #6: Build a platform of integrity -- Building an ethical infrastructure -- Key points to help your implementation efforts.

Rose, K. (2000). Work-life effectiveness: Bottom line strategies for today's workplace. Scottsdale, AZ: World at Work Press.
Table of contents: Why work-life effectiveness? -- Assessing and evaluating work-life strategies -- Flexible work arrangements -- Child-care issues -- Elder-care issues -- Work-life effectiveness as a catalyst for organizational change.

Zemke, R, Raines, C. & Filipczak, B. (1999). Generations at work: Managing the clash of Veterens, Boomers, Xers and Nexters. New York: AMACOM.
Old farts and upstarts: Crisis in the cross-generational workforce -- The Veterans: What will the Colonel do now?: Work? Retire? Consult? -- The Baby Boomers: Peter Pan grays at the temples -- The Gen Xers: Absence and malice -- The Nexters: Chilling out and cheering up -- Where mixed generations work well together -- The plight of Charlie Roth: A cross-generational workforce case study -- Making cross-generational workplaces work: Twenty-one often asked questions--and some very practical answers -- Predicting the cross-generational future -- Inventory: How cross-generationally friendly is your work group, department, business, or organization? -- Web resources across the generations.

Hareven, T . (1982). Family time and industrial time: The relationship between the family and work in a New England industrial community. New York: Cambridge University Press.
Table of contents: The theoretical context: The family in the process of industrialization -- The historical context: The Amoskeag Company and the city it built -- The corporation's children: Continuities and change in corporate paternalism -- The meaning of work -- The dynamics of kin -- Adaptation to industrial work -- Household organization and the timing of life transitions -- Family work strategies and the household economy -- Work lives -- Career advancement -- The struggle to maintain the balance -- The collapse of the balance -- Conclusion: Generations in historical time.

Global Perspectives - Hobson, B. (2002). (Ed.). Making men into fathers: Men, masculinities and the social politics of fatherhood.  Cambridge: Cambridge University Press.

Table of Contents: Coresidential parental roles in industrialized countries: Sweden, Hungary, and the United States -- Citizens, workers, or fathers?: Men in the history of US social policy -- Compulsory fatherhood: The coding of fatherhood in the Swedish welfare state -- The problem of fathers: Policy and behavior in Britain -- A new role for fathers?: The German case -- Transformations of fatherhood: The Netherlands -- Making sense of fatherhood: The non-payment of child support in Spain -- The Fatherhood Responsibility Movement: The centrality of marriage, work and male sexuality in reconstructions of masculinity and fatherhood. -- Men, fathers, and the state: National and global relations.

Moen, P. & Roehling, P.V. (2005). The career mystique: Cracks in the American dream . Boulder, CO: Rowman & Littlefield.

Table of contents: The career mystique -- Learning the career mystique: Where do values and expectations come from? -- Do young adults still believe in the career mystique? -- If real work is paid work, can new parents follow the career mystique? -- Living the career mystique: Making it, giving up, or slipping behind -- Life midcourse: Are retirement or second acts inevitable, desirable, or even possible? -- Policies and practices: Maintaining the status quo or challenging the career mystique -- Beyond the career mystique: Recasting the lockstep life course.

Global Perspectives - Pitt-Catsouphes, M., Kossek, E.E. & Sweet, S. (Eds.). (2006). The work and family handbook: Multi-disciplinary perspectives and approaches. Mahwah, NJ: Lawrence Erlbaum Associates.

Foreword / R.M. Kanter -- Charting new territory: Advancing multi-disciplinary perspectives, methods, and approaches in the study of work and family / M. Pitt-Catsouphes, E.E. Kossek, and S. Sweet -- Understanding diversity of work in the 21st century and its impact on the work-family areas of study / A.S. Wharton -- Understanding diversity of families in the 21st century and its impact on the work-family areas of study / S.R. Marks -- Introduction: The insights gained from integrating disciplines / E.E. Kossek, S. Sweet, and M. Pitt-Catsouphes -- Care-giving and wage-earning: A historical perspective on work and family / E. Boris and C.H. Lewis -- Work-family policies: The United States in international perspective / E.L. Kelly -- Demographic implications for work-family research / M.F. Riche -- Family studies: Situating everyday family life at work, in time, and across contexts / A.M. Zvonkovic, M.L. Notter, and C.L. Peters -- The anthropology of the workplace and the family / P. Richardson -- Advancing a career focus on work and the family: Insights from the life course perspective / S. Sweet and P. Moen -- Role theory perspectives on work and family / R.C. Barnett and K.C. Gareis -- Experimental social psychology and the study of work and family -- F.M. Deutsch -- Sociological perspectives on families and work: The inport of gender, class, and race / N. Gerstel and N. Sarkisian -- The role of economics in work-family research / R. Drago and L. Golden -- Work and family from an industrial/organizational psychology perspective -- C. Thompson, L.L. Beauvais, and T.D. Allen -- A legal perspective on family issues at work / M.C. Still and J.C. Williams -- Connecting social work perspectives to work-family research and practice / M.P. Catsouphes and J.E. Swanberg -- Introduction: How diverse methodologies inform understandings of work and family relations / S. Sweet, M. Pitt-Catsouphes, and E.E. Kossek -- Ethnography and working families / C.N. Darrah -- Video ethnography and ethnoarchaeological tracking / E. Ochs, A.P. Graesch, A. Mittmann, T. Bradbury, and R. Repatti -- Using survey research to address work-life issues / J.T. Bond and E. Galinsky -- Using focus groups to study work and family / J. Smithson -- Longitudinal research on work and family issues / A.C. Crouter and A.E. Pirretti -- In the moment: The benefits of experience sampling method / B. Schneider -- Case studies in work-family research / S. Lewis, M. das Dores Guerreiro, and J. Brannen -- Both art and science: Employing organizational documentation in workplace-based research / S.J. Lambert -- A multiple stakeholder perspective: Implications for measuring work-family outcomes / M. Hyland and S.E. Jackson -- Hierarchical models for work-family and life course research / R. Swisher -- The work-family conflict construct: Methodological implications / S.M. MacDermid and A. Harvey -- Using mixed methods in research related to work and family / M.B. Neal, L.B. Hammer, and D.L. Morgan -- Introduction: Cultivating organizational change and advancing public policy / M. Pitt-Catsouphes, E.E. Kossek, and S. Sweet -- The business case: Mangerial perspectives on work and the family / E.E. Kossek and A. Friede -- Legislatures, agencies, courts, and advocates: How laws are made, interpreted, and modified / C.R. Feldblum and R. Appleberry -- Work-family interventions and experiments: Workplaces, communities, and society / L. Bailyn, A. Bookman, M. Harrington, and T.A. Kochan -- The standards of excellence in work-life integration: From changing policies to changing organizations / B. Harrington and J.B. James -- The arbitration of work and family conflicts / B.W. Wolkinson and R. Ormiston -- Leadership in action: A work and family agenda for the future / K. Christensen.

Wilson, M.G., Polzer-Debruyne, A., Chen, S., & Fernandes, S. (2007). Shift work interventions for reduced work-family conflict. Employee Relations, 29(2), 162-177.

This field experiment paper investigates the effectiveness of family involvement in shift work training for New Zealand male shift workers in reducing work-family conflict.  The authors describe the positive and negative impacts of shift work and outline the literature on the role of family members in the efficacy of shift work training programs. Four hundred and thirty two employee surveys were administered to obtain quantitative data on work-family interaction among shift workers at three different manufacturing sites in New Zealand and were conducted before and after shift work training programs were introduced.  The training varied at each site, with the first focusing only on health and safety issues and the second and third targeting both physiological and work-family coping strategies.  The third site was unique in that shift workers’ partners/spouses were invited to attend the training program.  Statistical analysis reveals that while reported levels of work-family conflict decreased across all three sites after the introduction of training programs, the third site with active family involvement in shift work training experienced the highest drop.  A major implication of the findings is that future training programs aiming to help employees balance shift work and home life demands would benefit from not only including socializing strategies, but also by actively engaging family members in the training.  Annotated by Uracha Chatrakul Na Ayudhya, Doctoral Researcher, Manchester Metropolitan University, United Kingdom.

Bookmark a direct link to the Literature Database.