Innovative family-oriented activities of enterprises – results of qualitative research

• Autorzy: Grzybowska Wioleta

Identyfikatory

DOI

10.29119/1641-3466.2024.200.9

• Języki publikacji: EN

Abstrakty

EN

Purpose: Identify and classify innovative family-friendly activities implemented in enterprises. Design/methodology/approach: The research was based on qualitative analysis, utilizing the MAXQDA software for coding and hierarchizing the collected data. The research sample included 140 medium and large enterprises. The analysis was preceded by a critical review of the literature to present the evolution of concepts related to family-friendly practices. Findings: The study identifies seven main categories of family-friendly activities implemented by enterprises, including flexible work arrangements, medical benefits, salary security, childcare support, and non-wage benefits. These initiatives reflect a growing recognition of the importance of family values and employee well-being in the workplace. The findings suggest that while there is significant interest in family-friendly practices among medium and large enterprises, the process of implementing these initiatives is often chaotic and intuitive. Research limitations/implications: Potential areas for further research should be oriented toward creating formal intervention strategies that promote family-friendly values in the workplace at the individual, group, and organizational levels. The study did not take into account the sectoral diversity of the survey sample analyzed, which may lead to the exclusion of important characteristics and needs specific to a particular industry. Practical implications: The research provides valuable information on trends in the topic of family-friendly policies to HR practitioners and managers. Family-friendly working conditions contribute significantly to sustainable and successful economic development, while it is important to harmonize the wishes of employees with the operational requirements of the organization. Social implications: Balancing work and family roles should be considered from the perspective of authentic leadership, emphasizing concern for employee well-being as an ethical issue and an element of employer brand value formation. It is possible to further apply the research results obtained as a starting point in the creation of transparent, formal, and tailored family-friendly policies in companies. Originality/value: What is new in the paper? State the value of the paper and to whom it is addressed.

Słowa kluczowe

EN

enterprise family-friendly policy; pro-family policies; family-friendly workplace; person-work environment fit; work-family conflict

PL

polityka przedsiębiorstwa przyjazna rodzinie; polityka prorodzinna; miejsce pracy przyjazne rodzinie; dopasowanie człowieka do środowiska pracy; konflikt praca-rodzina

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2024
• Tom: z. 200
• Strony: 119--132
• Opis fizyczny: Bibliogr. 39 poz.

Twórcy

autor

Grzybowska Wioleta

• Bialystok University of Technology, Faculty of Engineering Management

• https://orcid.org/0000-0002-7057-4961

Bibliografia

• 1. Antal & Sodexo Polska (2023). Innowacyjne środowisko pracy, Warszawa
• 2. Bae, K.B., Skaggs, S. (2017). The impact of gender diversity on performance: the moderating role of industry, alliance network, and family-friendly policies - evidence from Korea. Journal of Management, vol. 25, no. 6, https://doi.org/10.1017/jmo.2017.45
• 3. Beauregard, T.A, Henry, L.C. (2009). Making the link between work-life balance practices and organizational performance. Human Resource Management Review, vol. 19, http://dx.doi.org/10.1016/j.hrmr.2008.09.001
• 4. Beigi, M., Shirmohammadi M., Stewart, J. (2018). Flexible work arrangements and work- family conflict: a metasynthesis of qualitative studies among academics. Human Resource Development Review, vol. 17, no. 3, https://doi.org/10.1177/1534484318787628
• 5. Erin, S. Barry, J.M. (2022). State-of-the-art literature review methodology: A six-step approach for knowledge synthesis. Perspectives on Medical Education, vol. 11, no. 5, 10.1007/S40037-022-00725-9
• 6. Frye, N.K., Breaugh, J.A. (2004). Family-Friendly Policies, Supervisor Support, Work- Family Conflict, Family-Work Conflict, and Satisfaction: A Test of a Conceptual Model. Journal of Business and Psychology, vol. 19, https://doi.org/10.1007/s10869-004-0548-4
• 7. Garg, S., Agrawal, P. (2020). Family-friendly practices in the organization: a citation analysis. International Journal of Sociology and Social Policy, vol. 40, no. 7/8, https://doi.org/10.1108/ijssp-12-2019-0251
• 8. Gornick, J.C., Meyers M.K. (2003). Families That Work: Policies for Reconciling Parenthood and Employment. Russell Sage Foundation.
• 9. Graebner, M.E., Martin, J.A., Roundy P.T. (2012). Qualitative data: Cooking without a recipe, Strategic Organization, vol. 10(3), https://doi.org/10.1177/1476127012452821
• 10. Gray, H. (2002). Family-friendly working: what a performance! An analysis of the relationship between the availability of family friendly policies and establishment performance. London: Centre for Economic Performance.
• 11. Greenhaus, J.H., Allen, T.D., Spector P.E. (2006). Health consequences of work-family conflict: The dark side of the work-family interface, Employee health, coping and methodologies. Research in Occupational Stress and Well-Being, vol. 5, https://doi.org/10.1016/S1479-3555(05)05002-X
• 12. Grover, S.L., Crooker, K.J. (1995). Who appreciates family- responsive human resource policies: the impact of family- friendly policies on the organizational attachment of parents and non- parents, Personnel Psychology, vol. 48, no. 2, https://doi.org/10.1111/j.1744- 6570.1995.tb01757.x
• 13. Grzywacz, J.G., Bass, B.L. (2003). Work, family, and mental health: Testing different models of work-family fit. Journal of Marriage and Family, vol. 65(1), https://doi.org/10.1111/j.1741-3737.2003.00248.x
• 14. Guedes, M.J., Soares, M.E., Mosquera, P., Borregana, J. (2003). Does it pay off to offer family-friendly practices? Exploring the missing links to performance. International Entrepreneurship and Management Journal, vol. 19.
• 15. Hammer, L.B., Neal M.B., Newsom, J.T., Brockwood, K.J., Colton, C.L. (2005). A longitudinal study of the effects of dual-earner couples' utilization of family-friendly workplace supports on work and family outcomes. Journal of Applied Psychology, vol. 90, no. 4, https://doi.org/10.1037/0021-9010.90.4.799
• 16. Hirschi, A., Shockley, K.M., Zacher, H. (2018). Achieving Work-Family Balance: An Action Regulation Model. Academy of Management Review, doi:10.5465/amr.2016.0409
• 17. https://www.maxqda.com/pl/teoria-ugruntowana-analiza, 1.02.2024.
• 18. Kearney, A.T. (2010). Wie familienfreundlich sind Unternehmen in Deutschland? Düsseldorf 2014, Bundesministerium für Familie, Senioren, Frauen und Jugend. In: (Hrsg.), Familienfreundlichkeit - Erfolgsfaktor für Arbeitgeberattraktivität. Berlin.
• 19. Kelly, E.L., Kossek, E.E., Hammer, L.B., Durham, M., Bray, J., Chermack, K., Murphy, L.A., Kaskubr, D. (2008). 7 Getting There from Here: Research on the Effect of WorkFamily Initiatives on Work-Family Conflict and Business Outcomes. The Academy of Management Annals, vol. 2(1), https://doi.org/10.1080/19416520802211610
• 20. Khor, H., Effendi, A. (2021). Family-friendly policy and work-family conflict mitigation: the role of work-family boundary negotiation. Jurnal Intelek, vol. 16, no. 1, https://doi.org/10.24191/ji.v16i1.360
• 21. Koźmiński, A., Jemielniak, D., Latusek-Jurczak, D., Pikos, A. (2023). Zarządzanie. Nowe otwarcie. Warszawa: Poltext.
• 22. Kuckartz, U. (2019). Qualitative Text Analysis: A Systematic Approach. In: G. Kaiser, N. Presmeg, Compendium for Early Career Researchersin Mathematics Education. Springer.
• 23. Lambert, S.J. (2000). Added benefits: the Link between Work-Life benefits and Organizational Citizenship Behavior. Academy of Management Journal, vol. 43, no. 5, https://doi.org/10.5465/1556411
• 24. Łapniewska, Z. (2014). Well-being and social development in the context of gender equality. Working paper, No. 1, Gender Equality and Quality of Life - State of the Art.
• 25. Lee, S.Y., Hong, J.H. (2011). Does family- friendly policy matter? testing its impact on turnover and performance. Public Administration Review, vol. 71, no. 6, https://doi.org/10.1111/j.1540-6210.2011.02416.x
• 26. Lenart-Gansiniec, R. (2021). Systematyczny przegląd literatury w naukach społecznych. Przewodnik dla studentów, doktorantów i nie tylko. Warszawa: Scholar.
• 27. Leung, L., Kam-wah, C. (2012). A family- friendly policy for hong kong: lessons from three international experiences. International Journal of Sociology and Social Policy, vol. 32, no. 1/2, https://doi.org/10.1108/01443331211201789
• 28. Lewis, S. (1997). family friendly employment policies: a route to changing organizational culture or playing about at the margins? Gender. Work & Amp Organization, vol. 4, no. 1, https://doi.org/10.1111/1468-0432.00020
• 29. Masterson, C., Sugiyama, K., Ladge, J. (2021). The value of 21st century work-family supports: review and cross-level path forward. Journal of Organizational Behavior, vol. 42, no. 2, https://doi. org/10.1002/job.2442
• 30. Michalski, M.A. (2022). Family Policy and Social Justice - or why invest in Human Capital? Scientific Papers of Silesian University of Technology - Organization and Management Series, 164, pp. 299-309.
• 31. Neal, M.B., Hammer, L.B. (2007). Working Couples Caring for Children and Aging Parents: Effects on Work and Well-Being. New York: Psychology Press.
• 32. Ronda, L., Ollo-López, A., Goñi-Legaz, S. (2016). Family-friendly practices, highperformance work practices and work-family balance. Management Research: The Journal of the Iberoamerican Academy of Management, vol. 14, no. 1, https://doi.org/10.1108/mrjiam-02-2016-0633
• 33. Sánchez, A.M., Pérez-Pérez, M., Vela-Jiménez, M.J., Abella-Garcés S. (2018). Job satisfaction and work-family policies through work-family enrichment. Journal of Managerial Psychology, vol. 33, no. 4/5, https://doi.org/10.1108/jmp-10-2017-0376
• 34. Stone, M. (2007). Coaching, Counselling & Mentoring: How to Choose & Use the Right Technique to Boost Employee Performance. New York: American Management Association.
• 35. Troger, H. (2019). 7 Erfolgsfaktoren fur wirksames Personalmanagement. Antworten auf demografische Entwicklungen und andere Trends. Wiesbaden Springer: Gabler.
• 36. Wayne, J.H., Butts, M.M., Casper, W.J., Allen, T.D. (2017). In search of balance: A Conceptual and Empirical Integration of Multiple Meanings of Work-Family Balance. Personnel Psychology, vol. 70, no. 1, https://doi.org/10.1111/peps.12132
• 37. www.2godzinydlarodziny.pl, 3.02.2024.
• 38. www.scopus.com, 1.02.2024.
• 39. Yada, V., Sharma, H. (2021). Family-friendly policies, supervisor support and job satisfaction: mediating effect of work-family conflict. Vilakshan - XIMB Journal of Management, vol. 20(1).