Work/Family Benefits: Variables Related to Employees' Fairness Perceptions.

By Lauren Parker, Tammy D. Allen. 2001

126 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/29e41de643a97f1a73aafb4b7972beae2c63f5d8

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

1. T. Judge
2. J. Colquitt
3. Cary L. Cooper
4. Fred Walumbwa
5. Barbara J. Holmes
6. Eileen Kwesiga
7. Helen De Cieri
8. W. Casper

In Social Psychology

1. J. Colquitt
2. T. Judge
3. Eileen Kwesiga
4. Helen De Cieri
5. Cary L. Cooper
6. W. Casper
7. K. S. Lyness
8. J. Gornick

In Sociology and Political Science

1. J. Colquitt
2. Cary L. Cooper
3. S. Lewis
4. T. Judge
5. Eileen Kwesiga
6. W. Casper
7. K. S. Lyness
8. J. Gornick

Citations in the corpus

• Organizational justice and stress: the mediating role of work-family conflict. (2004, background): “Other studies have linked work–family conflict to more global evaluations of fairness (Grover, 1991; Kossek & Nichol, 1992; Parker & Allen, 2001), providing additional empirical support for a linkage between organizational justice and work–family conflict.”
• Examining the tensions in workplace flexibility and exploring options for new directions (2014, background): “Similarly, people of color, who hold disproportionately more lower-level positions, often feel that work initiatives are less appropriate for them than for their white counterparts (Parker and Allen, 2001).”
• Beyond family-friendly: The construct and measurement of singles-friendly work culture (2007, background): “…programs provide services that are of little beneWt to single adults without dependent children (Young, 1996) and oVering such beneWts can create perceptions of unfairness among single childless employees (Grandey, 2001; Grover, 1991; Kirby & Krone, 2002; Parker & Allen, 2001; Young, 1999).”
• Flexible Working and the Gender Pay Gap in the Accountancy Profession (2004, background): “While there are distinctions between flexible working and part-time working (Parker and Allen, 2001), they are considered together as in this study part-time work was viewed as one type of flexible working.”
• It’s All about Control (2012, background): “More highly educated employees report more FWA availability (Parker and Allen 2001), greater use of schedule flexibility (Golden 2001; Sharpe, Hermsen, and Billings 2002), and higher levels of perceived schedule control (Tausig and Fenwick 2001).”
• Achievements and challenges for work/life balance strategies in Australian organizations (2005, background): “Communication is widely acknowledged as important for successful implementation of managerial initiatives such as WLB strategies (Kirby and Krone, 2002; Parker and Allen, 2001).”