*h*uman *r*elations
We would like you to know about the publication of this special issue,
which we believe will be of interest to you.
*Work-life initiatives and organizational change *
*January 2010, Volume 63, No. 1*
Guest Editors: Ellen Ernst Kossek, Suzan Lewis and Leslie B. Hammer
*To access this special issue please go to:*
http://hum.sagepub.com/content/vol63/issue1/
In order to adapt to a changing workforce with growing family and
non-work responsibilities, employers are devoting increasing
organizational resources toward enhancing /structural and
cultural/relational support for work, family and personal life./
Examples of structural support may include, but are not limited to, the
adoption of work –life policies and practices (e.g., flexible work
schedules, teleworking and virtual arrangements, reduced workloads,
alternative work arrangements, job redesign, health initiatives to
reduce job and family stress, and child and elder care benefits).
Examples of cultural and relational support may include, but are not
limited to, efforts to increase instrumental and emotional support of
supervisors and co-workers for employees’ non-work demands, and changes
in group and organizational values, norms and assumptions about the
hegemony of relationships between work and personal life.
These structural and cultural/relational change efforts are designed to
create healthy work environments with reduced conflict and stress
between work and non-work role demands, and positive relationships
between work, family and personal life. Despite increasing employer and
scholarly attention to structural and cultural/relational initiatives to
support the integration of work with personal life, greater knowledge is
needed regarding their effectiveness and their relation to work group
and organizational change processes and outcomes. One knowledge
challenge for organizations and societies and scholarship is that the
streams of research on structural and cultural supports are not well
integrated and more research is needed on implementation.
The goal of this special issue is to advance our understanding of the
degree to which work-life initiatives that are designed to increase
structural or cultural/relational support of the work–family–personal
life interface benefit the health and well-being of employing
organizations and work units, as well as employees on and off the job
and their families. Taken together, the papers show that organizational
change efforts are most likely to be effective when structural and
cultural supports are integrated and linked in the organizational social
system. Without enhanced cultural integration, work-life initiatives
risk becoming bureaucratic structures, privileged accommodations, or
stigmatized entitlements. A research agenda and strategies are
identified to move work-life issues from the margin to the mainstream
across different societal and organizational contexts.
We hope you will enjoy reading it.
CONTENTS
* *
*Work-life initiatives and organizational change: Overcoming mixed
messages to move from the margin to the mainstream*//
/Ellen Ernst Kossek, Suzan Lewis and Leslie B. Hammer /
*Representations of work-life balance support*
/Samula Mescher, Yvonne Benschop and Hans Doorewaard/
/ /
*Contributions of work-life and resilience initiatives to the
individual/organization relationship*
/Ariane Ollier-Malaterre /
/ /
*Technology-assisted supplemental work and work-to-family conflict: The
role of instrumentality beliefs, organizational expectations and time
management*
/Grant H. Fenner and Robert W. Renn/
* *
*Doing more with less? Flexible working practices and the
intensification of work *
/Clare Kelliher and Deirdre Anderson/
*Institutional explanations for managers’ attitudes towards telehomeworking*
/Pascale Peters and Stefan Heusinkveld/
* *
*Moderators of the curvilinear relation between extent of telecommuting
and job and life satisfaction: The role of performance outcome
orientation and worker type/ /*
/Meghna Virick, Nancy DaSilva and Kristi Arrington/
Ellen Kossek, Suzan Lewis and Leslie B. Hammer
Guest editors of the special issue on Work-life initiatives
workfamily@humanrelationsjournal.org
<mailto:
workfamily@humanrelationsjournal.org>
Human Relations
www.humanrelationsjournal.org <http://www.humanrelationsjournal.org>
--
Dr. Ellen Ernst Kossek
University Distinguished Professor
Assoc. Director, Center for Work-Family Stress, Safety,& Health
433 South Kedzie Hall
School of Labor & Industrial Relations
Michigan State University
East Lansing, Michigan 48824-1032
Work: 517-353-9040; Cell: 517 388-0952
Email:
kossek@msu.edu http://ellenkossek.lir.msu.edu/
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