The impact of work‐life programs on firm productivity

By A. Konrad, R. Mangel. 2000

577 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/503a7db3337eba79ef72bd5ab7a172d5efaef9ac

How researchers see this paper

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

In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Less need to be there: Cross-level effects of work practices that support work-life flexibility and enhance group processes and group-level OCB (2007, background): “…turnover intentions (Rothausen, 1994), job satisfaction (Hill et al., 1998), lower absenteeism (Dalton & Mesch, 1990), higher commitment (Grover & Crooker, 1995), increased organizational productivity (Konrad & Mangel, 2000), and increased organizational performance (Perry-Smith & Blum, 2000).”
Family-Responsive Interventions, Perceived Organizational and Supervisor Support, Work-Family Conflict, and Psychological Strain (2003, background): “Furthermore, the presence of work–family policies has been associated with higher levels of perceived organizational performance (Perry-Smith & Blum, 2000) and increased organizational productivity (Konrad & Mangel, 2000), as well as enhanced organizational citizenship behavior (Lambert, 1990).”
Leading on land and sea: competencies and context. (2008, background): “Family friendly work policies have been slow to penetrate the hospitality industry (Brownell, 1998; Klenke, 2002; Knutson et al., 2002; Konrad and Mangel, 2000).”
ARE FAMILY FRIENDLY WORKPLACE PRACTICES A VALUABLE FIRM RESOURCE (2011, background): “We expect the proportion of female employees to affect the provision of FFWP for two related reasons: First, female employees may demand more favorable FFWP at their workplace (Konrad and Mangel, 2000; De Cieri et al., 2005), which makes it advantageous and/or necessary for a firm to provide them.”
The Link Between Job Satisfaction and Firm Value, With Implications for Corporate Social Responsibility (2012, unknown): “…is rich5/zol-aome/zol-aome/zol00412/zol3034d12z xppws S 1 12/12/12 13:24 Art: positively linked to HRM practices (Delaney & Huselid, 1996) and work-family programs (PerrySmith & Blum, 2000); Konrad and Mangel (2000) found a positive association between worklife programs and firm productivity.”
Explaining organizational responsiveness to work‐life balance issues: The role of business strategy and high‐performance work systems (2012, background): “…related to both organizational and individual outcomes such as an organization’s financial performance, labor productivity (Perry-Smith & Blum 2000; Konard & Mangel 2000), employee organizational commitment and attachment (Wang & Walumbwa 2007; Grover & Crooker 1995) and organizational…”
Making the link between work-life balance practices and organizational performance (2009, unknown): “…(e.g., Batt & Valcour, 2003; Eaton, 2003), information systems (e.g., Baines & Gelder, 2003; Frolick, Wilkes, & Urwiler, 1993), management (e.g., Konrad & Mangel, 2000; Perry-Smith & Blum, 2000), social psychology (e.g., Human Resource Management Review 19 (2009) 9–22 ⁎ Correspondong author.”
Board Age and Gender Diversity: A Test of Competing Linear and Curvilinear Predictions (2014, methodology): “Operating revenue was divided by number of employees and the resulting values were transformed using a natural logarithm (Huselid, 1995; Konrad and Mangel, 2000).”
Gender Demography and Organization Performance (2003, background): “Most notably two cross-sectional studies of work-family policies have investigated the percentage of jobs held by women as a moderator of the workfamily and firm performance relationship (Konrad & Mangel, 2000; PerrySmith & Blum, 2000).”
Construct Validation Using Computer-Aided Text Analysis (CATA) (2010, methodology): “To assess the relationship of the entrepreneurial orientation dimensions with firm performance, we first controlled for organizational size using the logarithm of full-time employees (Konrad & Mangel, 2000).”