Real-world reactions to work-life balance programs: Lessons for effective implementation.
By W. Nord, S. Fox, Adam J. Phoenix, Karrie Viano. 2002
113 citations recorded by the source corpus.
Subfields: Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/992a8dd9006b447d7ca2949f90c90a2baaa04ed7
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In Sociology and Political Science
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Citations in the corpus
- Satisfaction with work-family balance among German office workers. (2010, background): “in form of training) in how to better manage and support their employees ( Nord et al. , 2002”
- Achievements and challenges for work/life balance strategies in Australian organizations (2005, background): “Work/life balance as a strategic human resource management concern WLB has emerged as a strategic issue for human resource management (HRM) and a key element of an organization’s employee retention strategies (Cappelli, 2000; Lewis and Cooper, 1995; Nord et al., 2002).”
- ARE FAMILY FRIENDLY WORKPLACE PRACTICES A VALUABLE FIRM RESOURCE (2011, background): “, 1998), not least because pressure on financial results demands practices like long hours (De Cieri et al., 2005; Kirby and Krone, 2002; Nord et al., 2002; Smith, 1994; Wolcott and Glezer, 1995), which are incompatible with a wide range of FFWP in a firm (Ouchi, 1980; Tsui et al.”
- The moment of truth: Conceptualizing managerial work‐life policy allowance decisions (2008, background): “(Nord et al., 2002; Peters & Van der Lippe, 2007).”
- Factors affecting employee use of work-life balance initiatives (2007, unknown): “The importance of managerial support is consistent with findings from Thompson et al (1999), Nord, Fox, Phoenix and Viano (2002), and Greenhaus and Powell (2003).”
- Engaging in Personal Business on the Job: Extending the Presenteeism Construct. (2007, background): “For example, traditional work-life balance initiatives—family-friendly programs, flextime, job sharing, and child or elder care initiatives—can improve recruitment, absenteeism, tardiness, turnover, job satisfaction, stress, productivity, organizational commitment and loyalty, performance, and healt”