The influence of family-friendly arrangements in establishments on labor market behavior of mothers and fathers - an empirical analysis with linked employer-employee data

企业中家庭友好型安排对母亲和父亲劳动力市场行为的影响——基于相关雇主-雇员数据的实证分析

• 批准号: 323412143
• 负责人: Professorin Dr. Daniela Grunow
• 金额: --
• 依托单位: Institut für Arbeitsmarkt- und Berufsforschung der Bundesagentur für Arbeit (BA)
• 依托单位国家: 德国
• 项目类别: Research Grants
• 财政年份: 2016
• 资助国家: 德国
• 起止时间: 2015-12-31 至 2019-12-31
• 项目状态: 已结题
• 来源: https://gepris.dfg.de/gepris/projekt/323412143?language=en
• 关键词: influence; family; friendly; arrangements; establishments

One of the most popular topics of the last years is the improvement of work-life balance because of the changing relationship between employment and family. Family-friendly policies are not only a central issue in the labor market and family policy, but have also become an inherent part of the human resources policy in establishments. While family policy measures have already been evaluated, there is a research gap for organizational measures. Studies on this subject were usually practice-oriented, while theoretical explanations were absent to this point. In addition, either employers or employees were considered. Therefore important dimensions of the interaction between individual action, organizational strategies of implementing measures to improve work-life balance and their embedding in relevant contexts were disregarded. However, employers and employees should be considered together in order to draw conclusions about the actual effectiveness and reach of family-friendly measures in establishments. Furthermore structural factors such as regional childcare and legislation, e.g. parental leave, have to be included. For this reason we use linked employer-employee data of the Institute for Employment Research (IAB) in the proposed project. These data permit an analysis of the interactions between organizational measures, family policies and regional context factors on individual labor market decisions. There are two main research questions: (1) Which context factors induce establishments to initiate and support work-life balance measures for their employees and which temporal changes show up due to the increasing importance of this topic? (2) How do organizational family-friendly arrangements influence the labor market behavior of the workforce, especially of mothers and fathers, in various organizational and regional contexts and under different family policy frameworks? To answer these questions, we first develop a theoretical model and systematically include the inter-related levels of the individual and the establishments, as well as their environments. Based upon longitudinal and multilevel analyses, we then investigate hypotheses deduced from the theoretical model about the organizational change and the related labor market decisions of mothers and fathers.

过去几年中最受欢迎的话题之一是由于就业与家庭之间的关系变化，工作与生活的平衡改善。家庭友好的政策不仅是劳动力市场和家庭政策中的核心问题，而且也已成为机构人力资源政策的固有部分。尽管已经评估了家庭政策措施，但组织措施存在研究差距。关于该主题的研究通常是面向练习的，而理论上的解释至今不存在。此外，考虑了雇主或雇员。因此，忽略了个人行动之间相互作用的重要方面，实施措施改善工作与生活平衡及其在相关背景下的嵌入的组织策略被忽略了。但是，应共同考虑雇主和雇员，以便得出关于机构中家庭友好措施的实际有效性和达成的结论。此外，结构性因素，例如区域育儿和立法，例如育儿假，必须包括在内。因此，我们在拟议的项目中使用链接的雇主雇主数据（IAB）。这些数据允许分析组织措施，家庭政策和各个劳动力市场决策的区域背景因素之间的相互作用。有两个主要的研究问题：（1）哪些上下文因素诱导机构为员工启动和支持工作与生活的平衡措施以及由于该主题的重要性日益增加而出现的时间变化？ （2）组织家庭友好的安排如何影响劳动力市场的劳动力市场行为，尤其是母亲和父亲在各种组织和地区环境以及不同的家庭政策框架下的劳动力市场行为？为了回答这些问题，我们首先开发了一个理论模型，并系统地包括个人和机构及其环境相关级别。基于纵向和多层次分析，我们随后研究了从理论模型中得出的关于组织变革以及母亲和父亲相关劳动力市场决策的假设。