Beyond family-friendly: The construct and measurement of singles-friendly work culture
Beyond family-friendly: The construct and measurement of singles-friendly work culture
复制标题
DOI：
10.1016/j.jvb.2007.01.001
复制
发表时间：
2007-06-01
影响因子：
11.1
通讯作者：
Kwesiga, Eileen
中科院分区：
文献类型：
--
作者：
Casper, Wendy J.;Weltman, David;Kwesiga, Eileen
尽管已有研究考察了工作-家庭问题和组织对员工家庭责任的支持，但很少有研究探讨没有子女的单身员工的工作-生活问题。目前的研究考察了单身员工与有家庭的员工相比，他们对自己的组织如何支持他们的工作与生活平衡的看法。编制了一个多维度的量表，评估对单身人士友好的文化的五个维度：社会包容、平等工作机会、平等获得福利、平等尊重非工作生活和平等工作期望。在这些方面，有家庭的员工比单身员工感受到更多的公平。收入较高的管理和专业员工也认为他们的组织对单身人士更友好。最后，社会包容对单身员工的组织承诺有预测作用，这一效应通过组织支持感起中介作用。相比之下，在没有孩子的单身人士中，更平等的工作机会与较低的离职意愿有关。(C)2007爱思唯尔公司：保留所有权利。
Although research has examined work-family issues and organizational support for employees' family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees' perceptions of how their organizations support their work-life balance in comparison to employees with families. A multi-dimensional scale is developed assessing five dimensions of singles-friendly culture: social inclusion, equal work opportunities, equal access to benefits, equal respect for nonwork life, and equal work expectations. Employees with families perceived more equity in most of these facets than did singles. Managerial and professional employees with higher incomes also perceived their organizations as more singles-friendly. Finally, social inclusion predicted organizational commitment for single employees, and this effect was mediated by perceived organizational support. In contrast, more equal work opportunities were related to lower turnover intentions among childfree singles. (c) 2007 Elsevier Inc: All rights reserved.