The relationships of national gender equality and organizational support with work-family balance: A study of European managers

By K. S. Lyness, Marcia Brumit Kropf. 2005

183 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/fe1a285a51e9be47985263e63506b6f962dac0d1

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

1. P. Brough
2. M. O’driscoll
3. Tammy D. Allen
4. Cary L. Cooper
5. O. Siu
6. Luo Lu
7. Paul E. Spector
8. S. Poelmans

In Sociology and Political Science

1. M. O’driscoll
2. P. Brough
3. O. Siu
4. L. Lapierre
5. Tammy D. Allen
6. Cary L. Cooper
7. S. Poelmans
8. Paul E. Spector

Citations in the corpus

• Social support (family and supervisor), work–family conflict, and burnout: Sex differences (2012, background): “Moreover, there are connections among national gender equality, organizational work-family support, and workers informed counterbalance of work and family duties (Lyness and Kropf, 2005).”
• Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters (2012, background): “For instance, Lyness and Kropf (2005) used institutional theory to explain how cultural expectations regarding gender equality may prompt employers to offer FWA.”
• Support for the work-life balance in Europe: the impact of state, workplace and family support on work-life balance satisfaction (2011, background): “Research findings suggest that instrumental support in the workplace is not enough to achieve a successful work-life balance (Den Dulk and Peper, 2007; Lyness and Kropf, 2005; Warren and Johnson, 1995).”
• The Impact of Organizational Culture on Attraction and Recruitment of Job Applicants (2010, background): “Lyness and Kropf (2005) found that nations characterized as having feminine cultures tend to have organizational cultures that support work and family balance.”
• Methodological choices in work-life balance research 1987 to 2006: a critical review (2010, background): “Furthermore, while work-family balance encompasses work and home (Clark 2000 ; McFarland 2004 ; Lyness and Kropf 2005 ), work-life (balance, conflict, fit) tends to be broader in scope, encompassing domains such as home, financial security and leisure under the umbrella of ‘life’ (Warren 2004 ).”