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

近年来最受欢迎的话题之一是，由于就业与家庭之间的关系不断变化，如何改善工作与生活的平衡。关爱家庭的政策不仅是劳动力市场和家庭政策的核心问题，而且已成为企业人力资源政策的固有组成部分。虽然已经对家庭政策措施进行了评价，但在组织措施方面还存在研究空白。关于这一问题的研究通常是以实践为导向的，而理论解释则是缺失的。此外，雇主或雇员都被考虑在内。因此，忽视了个人行动、执行改善工作与生活平衡措施的组织战略及其在相关背景下的嵌入之间相互作用的重要方面。然而，雇主和雇员应共同考虑，以便就关爱家庭措施在企业中的实际效果和影响范围得出结论。此外，还必须纳入区域儿童保育和立法等结构性因素，如育儿假。因此，我们在拟议的项目中使用了就业研究所（IAB）的雇主-雇员关联数据。这些数据允许组织措施，家庭政策和区域背景因素对个人劳动力市场的决定之间的相互作用进行分析。主要有两个研究问题：（1）哪些背景因素促使企业为员工启动和支持工作与生活平衡措施，以及由于这一主题的重要性日益增加而出现的时间变化？(2)在不同的组织和区域背景下，在不同的家庭政策框架下，组织的家庭友好安排如何影响劳动力的劳动力市场行为，特别是母亲和父亲？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的相互关联的水平，以及他们的环境。基于纵向和多层次的分析，我们然后调查的假设推导出的理论模型的组织变革和相关的劳动力市场决策的母亲和父亲。

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.