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

Grzybowska Wioleta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2024

z. 200

119--132

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.