Work Family Programs and the Employment Relationship
Work Family Programs and the Employment Relationship
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工作家庭计划和雇佣关系
DOI：
10.2307/2393758
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发表时间：
1995
影响因子：
10.4
通讯作者：
P. Osterman
中科院分区：
文献类型：
--
作者：
P. Osterman
这项研究得到了斯宾塞基金会的支持。我非常感谢罗斯·巴特对我的研究提供了极好的帮助，也非常感谢乐天·贝林、史蒂夫·巴利、彼得·卡佩里、大卫·诺克和莫林·斯卡利对我的评论。本文使用美国私营部门机构的代表性样本的数据，通过研究这些是如何与组织的就业战略，解释了在实施工作/家庭计划的企业之间的变化。核心假设是，企业寻求实施所谓的高绩效或高承诺的工作系统，将员工参与和质量计划，更有可能采用工作/家庭计划的一部分，努力建立劳动力对企业的承诺水平。这一假设进行了测试，控制了其他两个广泛的假设效果：（1）采用工作/家庭计划是与他们的需求所产生的劳动力问题，如缺勤和营业额或从劳动力的压力;（2）是否采用与雇主是否已经具备良好的发展内部劳动力市场，如工作阶梯和人力资源部门。结果表明，相当大的支持工作/家庭方案和使用高承诺的工作系统之间的联系。'
This research was supported by the Spencer Foundation. I am grateful to Rose Batt for superb research assistance and to Lotte Bailyn, Steve Barley, Peter Cappelli, David Knoke, and Maureen Scully for comments. Using data from a representative sample of American private-sector establishments, this paper explains variation across firms in the implementation of work/family programs by examining how these are related to the employment strategy of organizations. The central hypothesis is that firms seeking to implement so-called high-performance or high-commitment work systems, incorporating employee involvement and quality programs, are more likely to adopt work/family programs as part of an effort to build up the level of workforce commitment to the enterprise. This hypothesis is tested, controlling for two other broad hypothesized effects: (1) that adoption of work/family programs is linked to the demand for them arising either from workforce problems such as absenteeism and turnover or from pressure from the labor force; and (2) that adoption is linked to whether employers already have in place elements of well-developed internal labor markets such as job ladders and human resource departments. Results show considerable support for the link between work/family programs and the use of high-commitment work systems.'