Family-Friendly Organizations? Work and Family Programs in the 1990s

By A. Davis, A. Kalleberg. 2006

155 citations recorded by the source corpus.

Subfields: Gender Studies, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7380ef092a9744856c27961146bf0cb0da5bb99d

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Citations in the corpus

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK (2018, background): “…especially giving workers more control over their work—such as flexitime and teleworking—is also used as a part of high performance systems that increases workers’ discretion over their work specifically to enhance performance outcomes more directly (Appelbaum 2000; Davis and Kalleberg 2006).”
Cultural Schemas, Social Class, and the Flexibility Stigma (2013, background): “…official availability of flexibility and other work–life policies as an indicator of an organization’s responsiveness to employees’ work–life concerns (Davis & Kalleberg, 2006), having policies on the books does not always mean that workers feel comfortable using these policies (Blair-Loy,…”
Traditional and Nontraditional Gender Roles and Work—Family Interface for Men and Women (2009, background): “…work teams, off-line committees, and job rotation; greater proportions of full-time women employees; reporting statistics on gender, race, and age composition of their employees; and reporting higher levels of sensitivity to the training practices of other organizations (Davis & Kalleberg, 2006).”
Reported Levels of Time-based and Strain-based Conflict Between Work and Family Roles in Europe: A Multilevel Approach (2009, background): “There is evidence which would suggest that larger firms - as well as female-dominated firms - tend to be more 'family friendly' in these regards (Davis and Kalleberg 2006; Riedmann et al. 2006) and may thus support parents in reconciling work and family responsibilities.”
Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany (2016, background): “Schedule control can also be regarded as part of the high-performance strategy of companies (e.g., Karasek, 1979; Davis and Kalleberg, 2006; Ortega, 2009).”