Sense of Entitlement to Support for the Reconciliation of Employment and Family Life

By S. Lewis, Janet Smithson. 2001

197 citations recorded by the source corpus.

Subfields: Political Science and International Relations, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/a92866ac36ff77a6e4c2551eaea30d19242554c3

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In Political Science and International Relations

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Citations in the corpus

Work-to-family conflict and its relationship with satisfaction and well-being: a one-year longitudinal study on gender differences (2004, background): “Thus, the work-family culture prevailing in organizations becomes in central focus (Lewis & Smithson, 2001; Mauno, Kinnunen, & Piitulainen, 2004).”
Dimensions of work–home culture and their relations with the use of work–home arrangements and work–home interaction (2007, background): “For example, there are quite strong indications that workers do not use available WH arrangements because they fear that using them will endanger their jobs or career opportunities (Burke, 2006; Kinnunen, Mauno, Geurts, & Dikkers, 2005; Lewis & Smithson, 2001).”
Frustration-based outcomes of entitlement and the influence of supervisor communication (2010, background): “Naumann et al. (2002) explained that entitlement often stems from social contracts (see also Lewis and Smithson, 2001), in which individuals feel entitled to certain outcomes owing to their participation in a social relationship (e.g. employee of a company).”
The constraints of a ‘work–life balance’ approach: an international perspective (2007, background): “Framing the issues in a gender neutral way can potentially enhance men's sense of entitlement to modify working patterns (Lewis and Smithson, 2001 ; Smithson and Stokoe, 2005 ).”
Making the link between work-life balance practices and organizational performance (2009, unknown): “Future research According to Liff and Cameron (1997), many organizations neglect to conduct formal monitoring and evaluation of their work-life practices, assuming that because the practices are being offered, they are being used to good effect.”
Does work–family conflict mediate the relationship between work–family culture and self‐reported distress? Evidence from five Finnish organizations (2005, methodology): “Perhaps such a variation cannot be captured by a sophisticated statistical analysis alone (e.g. via level-of-agreement indices), but requires a thorough qualitative research design, which is also an appropriate methodology for work–family culture research (e.g. Lewis & Smithson, 2001).”