Work-Family Reconciliation Practices Their Contribution to Corporate Social Responsibility and Sustainability
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Published:
Sep 30, 2024
Keywords:
work, family, company, commitment, management
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Abstract
Effective implementation of work-family reconciliation policies involves senior management commitment, the development of clear policies and an organisational culture that values work-life balance. Flexible working hours, teleworking, paid parental leave and support for childcare services are key elements. Continuous awareness, regular evaluation and adaptability are essential to meet the changing needs of employees. By creating an environment that supports holistic well-being, companies not only benefit their employees, but also strengthen their attractiveness to talent and their long-term success. Work-family reconciliation contributes to improved quality of life and productivity, generating a positive impact at both the individual and organisational level.
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Ocampo Abadía, A., Costa, M. B., & López Moreno, R. (2024). Work-Family Reconciliation Practices. RevIISE - Revista De Ciencias Sociales Y Humanas, 24(24), 95-108. Retrieved from https://memoriaeuropae.unsj.edu.ar/index.php/reviise/article/view/1123
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This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Vidal-Salazar, M. D., Cordón-Pozo, E., & De la Torre Ruiz, J. M. (2015). Impacto de los Modelos de Compensación Flexible en la atracción y retención del talento. UCJC Business and Society Review (Formerly Known as Universia Business Review), 0(46 SE-Organización y Recursos Humanos). https://journals.ucjc.edu/ubr/article/view/1312
Alés Lopez, María Elvira. Tesis de Maestría “La Mujer en la Alta Dirección Empresaria Argentina“. Defensa 16/02/24.
Alfes, K., Avgoustaki, A., Beauregard, T. A., Cañibano, A., & Muratbekova-Touron, M. (2022). New ways of working and the implications for employees: a systematic framework and suggestions for future research. The International Journal of Human Resource Management, 33(22), 4361–4385. https://doi.org/10.1080/09585192.2022.2149151
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work–family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
Bailyn, L., Bookman, A., Harrington, M., & Kochan, T. (2006). Work–family interventions and experiments: Workplaces, communities, and society. In M. P. Itt-Catsouphes, E. E. Kossek, & S. Sweet (Eds.), The Work and Family Handbook: Multidisciplinary Perspectives, Methods, and Approaches (Pp. 651–664). Mahwah, NJ: Lawrence Erlbaum.
Björk, J. M., Nordmyr, J., & Forsman, A. K. (2022). Reconciling Work and Family Demands and Related Psychosocial Risk and Support Factors among Working Families: A Finnish National Survey Study. In International Journal of Environmental Research and Public Health (Vol. 19, Issue 14). https://doi.org/10.3390/ijerph19148566
Brough, P., & O’Driscoll, M. P. (2010). Organizational interventions for balancing work and home demands: An overview. Work & Stress, 24(3), 280–297. https://doi.org/10.1080/02678373.2010.506808
Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169–198. https://doi.org/https://doi.org/10.1016/j.jvb.2004.08.009
Chinchilla, N. (2007). Ser una empresa familiarmente responsable:?` lujo o necesidad? (277-280. Pearson Prentice Hall, Madrid. Revista Empresa y Humanismo (ed.)). http://www.toptenms.com/archivos/128/descargas/Libro_Nuria_ACE.pdf
Chinchilla, N., Poelmans, S., & León, C. (2003). Políticas de conciliación trabajo-familia en 150 empresas españolas. IESE Business School, IESE Research Papers.
Frone, M. R. (2003). Work-family balance. In Handbook of occupational health psychology. (pp. 143–162). American Psychological Association. https://doi.org/10.1037/10474-007
Glass, J. L., & Finley, A. (2002). Coverage and effectiveness of family-responsive workplace policies. Human Resource Management Review, 12(3), 313–337. https://doi.org/https://doi.org/10.1016/S1053-4822(02)00063-3
Goniewicz, K., Khorram-Manesh, A., Burkle, F. M., Hertelendy, A. J., & Goniewicz, M. (2023). The European Union’s post-pandemic strategies for public health, economic recovery, and social resilience. Global Transitions, 5, 201–209. https://doi.org/https://doi.org/10.1016/j.glt.2023.10.003
Hill, E., Grzywacz, J., Allen, S., Blanchard, V., Matz, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and Conceptualizing Workplace Flexibility. Community, Work and Family, 149–163. https://doi.org/10.1080/13668800802024678
Legazpe, N. (2015). Mujer, trabajo y familia en España. Trimestre Economico, 82(328), 873–896. https://doi.org/10.20430/ete.v82i328.187
Navarro, C., Chinchilla, N., & Heras, M. Las. (2012). Impacto de las políticas y prácticas de conciliación familia- trabajo en organizaciones venezolanas. Revista Sobre Relaciones Industriales Y Laborales, 9–26. https://revistasenlinea.saber.ucab.edu.ve/index.php/rrii2/article/view/2326
Poethke, U., Klasmeier, K. N., Radaca, E., & Diestel, S. (2023). How modern working environments shape attendance behaviour: A longitudinal study on weekly flexibilization, boundaryless work and presenteeism. Journal of Occupational and Organizational Psychology, 96(3), 524–544. https://doi.org/https://doi.org/10.1111/joop.12437
Radu, C., Deaconu, A., Kis, I.-A., Jansen, A., & Mișu, S. I. (2023). New Ways to Perform: Employees’ Perspective on Remote Work and Psychological Security in the Post-Pandemic Era. In Sustainability (Vol. 15, Issue 7). https://doi.org/10.3390/su15075952
Romney, A. C., Heydarifard, Z., & Lam, C. F. (2024). Reconciling Competing Perspectives About How Undermining at Home Influences Speaking Up at Work. Journal of Business and Psychology, 39(2), 513–526. https://doi.org/10.1007/s10869-023-09895-7
Shifrin, N. V, & Michel, J. S. (2022). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287
Sweet, S., Pitt-Catsouphes, M., Besen, E., & Golden, L. (2014). Explaining organizational variation in flexible work arrangements: why the pattern and scale of availability matter. Community, Work & Family, 17(2), 115–141. https://doi.org/10.1080/13668803.2014.887553
Tanwar, K., & Prasad, A. (2016). Exploring the Relationship between Employer Branding and Employee Retention. Global Business Review, 17(3_suppl), 186S-206S. https://doi.org/10.1177/0972150916631214
Vidal-Salazar, M. D., Cordón-Pozo, E., & De la Torre Ruiz, J. M. (2015). Impacto de los Modelos de Compensación Flexible en la atracción y retención del talento. UCJC Business and Society Review (Formerly Known as Universia Business Review), 0(46 SE-Organización y Recursos Humanos). https://journals.ucjc.edu/ubr/article/view/1312