Work-family Balance and Human Resource Management. Where’s the Value Added of Firms?

Author/s Vincenzo Marrone
Publishing Year 2017 Issue 2017/1 Language Italian
Pages 28 P. 83-110 File size 311 KB
DOI 10.3280/SP2017-001005
DOI is like a bar code for intellectual property: to have more infomation click here

Below, you can see the article first page

If you want to buy this article in PDF format, you can do it, following the instructions to buy download credits

Article preview

FrancoAngeli is member of Publishers International Linking Association, Inc (PILA), a not-for-profit association which run the CrossRef service enabling links to and from online scholarly content.

The work-family balance (WFB) topic is increasingly linked to the human resource management (HRM) issue, because it is thought that the WFB practices increase and improve the productivity and the performance of workers and firms.. The paper shows the main outcomes from a research conducted upon five firms in the Veneto region. The research aim is to investigate the reasons for which the company invests in WFB practices. The emerged outcomes, from thirty-eight in-depth interviews to workers and managers, show that the WFB tools and practices support the formation of care, responsibility and availability attitudes and behaviours. These social and human factors allow companies to deal and compete in the unpredictable global economy. So, the value added for company should be explored among intangible and not-economic dimensions.

Keywords: Care; Human Resource Management; Productivity; Value Added; Work-Family Balance

  1. Andersen, N.A. 2013. Managing Intensity and Play at Work: Transient Relationships, Elgar, Cheltenham
  2. Allen, T.D. 2001. Family-Supportive Work Environments: The Role of Organizational Perceptions, Journal of Vocational Behavior 58, pp.414 435
  3. Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., e Neuman, G. A. 1999 Flexible and Compressed Workweek Schedules: a Meta-Analysis of their Effects on Work Related Criteria, Journal of Applied Psychology, 84(4), pp.496-513
  4. Bateman, T.S., Organ, D. W. 1983. Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee “Citizenship”, The Academy of Management Journal, Vol. 26, No. 4 pp. 587-595
  5. Baughman, R. DiNardi, D. e Holtz-Eakin D. 2003. Productivity and Wage Effects of “Family-Friendly” Fringe Benefits, International Journal of Manpower Vol.24 No. 3, pp. 247-259
  6. Beauregard T.A., Henry L.C. 2009. Making the Link Between Work-Life Balance Practices and Organizational Performance, Human Resource Management Review 19, pp. 9-22
  7. Berger, S. 2006. Mondializzazione: come fanno per competere?: cosa stanno facendo le imprese di tutto il mondo per vincere le sfide della nuova economia, Garzanti, Milano
  8. Bloom, N. Kretschmer, T. e Van Reenen J. 2011. Are Family-Friendly Workplace Practices a Valuable Firm Resource?, Strategic Management Journal, 32, pp. 343-367
  9. Bonomi A., Magnaghi A., Revelli M. 2015. Il vento di Adriano: la comunità concreta di Olivetti tra non più e non ancora, DeriveApprodi, Roma
  10. Boston Consulting Group – BCG 2014. The Future of HR in Europe. Key
  11. Challenges Through 2015.
  12. Cascio, W. 2000. Costing Human Resources: the Financial Impact of Behavior in Organizations. Boston: Thompson Learning.
  13. Ceri P. a cura di 2014. L’impresa responsabile: un’intervista su Adriano Olivetti/Luciano Gallino, Einaudi, Torino
  14. Clifton, T.J. e Shepard, E. 2004. Work And Family Programs and Productivity. Estimates Applying a Production Function Model, International Journal of Manpower, Vol. 25, No.8, pp. 714-728
  15. Estes, S. B., e Michael, J. 2005. Work-Family Policies and Gender Inequality at Work. Sloan Network Encyclopedia Entry
  17. Donati, P. a cura di 2005. Famiglia e lavoro: dal conflitto a nuove sinergie, SanPaolo, Cinisello Balsamo
  18. Donati, P. e Prandini, R. a cura di 2009. La conciliazione famiglia-lavoro nelle piccole e medie imprese. Costruire e governare nuove reti, FrancoAngeli, Milano
  19. — 2008. La cura della famiglia e il mondo del lavoro: un piano di politiche familiari FrancoAngeli, Milano
  20. Gallino, L. 2012. La lotta di classe dopo la lotta di classe, Laterza, Roma-Bari
  21. 2011. Finanzcapitalismo: la civiltà del denaro in crisi, Einaudi, Torino
  22. Gariety, B. e Shaffer, S. 2001. Wage Differentials Associated with Flextime, Monthly Labor Review, 124, pp. 69-75
  23. Giddens, A. 1994. Le conseguenze della modernità: fiducia e rischio, sicurezza pericolo, Il Mulino, Bologna
  24. 2015, La politica del cambiamento climatico, Il Saggiatore, Milano
  25. Golden, L. 2011. The Effects of Working Time on Productivity and Firm Performance: a Research Synthesis Paper, Conditions of Work and Employment Series No. 33
  26. Grady, G., McCarthy, A., Darcy, C., & Kirrane, M. 2008. Work-Life Balance Policies & Initiatives in Irish Organizations: a Best Practice Management Guide. Cork, Oaktress Press
  27. Haines, V. Guerin, G. e St-Onge, S. 1999. Effects of Flexible Hours on Turnover Rates and Absenteeism of Workers With Children, Canadian Journal of Administrative Sciences, 16, pp.232–33.
  28. Halpern, D.F. 2005. Howtime - Flexible Work Policies can Reduce Stress, Improve Health, and Save Money, Stress and Health 21, pp. 157-168
  29. Heywood, J.S. Sieberty, W.S. e Weiz, X. 2007. The Implicit Wage Costs of Family
  30. Friendly Work Practices, Oxford Economic Papers 59, pp. 275-300
  31. Johnson, N.B. e Provan, K.G. 1995 . The Relationship Between Work/Family Benefits and Earnings: a Test of Competing Predictions, Journal of Socio Economics, 24, pp. 571-84
  32. Kelliher, C. e Anderson, D. 2010. Doing More With Less? Flexible Working Practices and the Intensification of Work, Human Relations, 63(1) pp. 83-106
  33. Khallash, S. e Kruse, M. 2012. The Future of Work and Work-Life Balance 2025, Futures 44, pp. 678-686
  34. Konrad, A.M e Mangel, R. 2000. The Impact of Work-Life Programs on Firm Productivity, Strategic Management Journal, 21, pp. 12-25
  35. Konrad, A.M. e Linnehan, F. 1995. Formalized HRM Structures. Coordinatin Equal Employment Opportunity or Concealing Organizational Practices? Academy of Management Journal, 18, pp. 787-820.
  36. Kossek, E.E. e Nichol, V. 1992. The Effects of On-Site Child Care on Employee Attitudes and Performance. Personnel Psychology, 45, pp. 485-509.
  37. Kossek, E.E. & Ozeki, C. 1998. Work-Family Conflict, Policies, and the Job–Life Satisfaction Relationship: a Review and Directions for Organizational Behavior Human Resources Research. Journal of Applied Psychology, 83, pp. 139-149.
  38. Lanoie, P. Raymond, F. e Schearer, B. 2001. Work Sharing and Productivity: Evidence from the Firm Level, Applied Economics, 33, 1213-20.
  39. Lee, B.Y. e Devoe, S.E. 2012. Flextime and Profitability, Industrial Relations, Vol. 51, No. 2, pp. 298-316
  40. Macchioni, E. e Chinchilla, N. a cura di 2013. Generare benessere tra famiglia e impresa. Sociologia e Politiche Sociali, n. 2
  41. Malfer L., Cittadino C., Franc M., Prandini R. a cura, di 2014. Family audit: la certificazione familiare aziendale: analisi di impatto, FrancoAngeli, Milano
  42. Maxwell, G. A 2005. Checks and Balances. The Role of Managers in Work-Life Balance Policies and Practices. Journal of Retailing and Consumer Studies, 12, pp.179−189
  43. McCarthy, A. Darcy, C. e Grady, G 2010. Work-Life Balance Policy and Practice: Understanding Line Manager Attitudes and Behaviors, Human Resource Management Review 20, pp. 158-167
  44. Ngo, H.Y, Foley S. E Loi R. 2009. Family Friendly Work Practices, Organizational Climate, and Firm Performance: a Study of Multinational Corporations in Hong Kong, Journal of Organizational Behavior 30, pp. 665-680
  45. Olivetti, A. 2014. Le fabbriche di bene, Edizioni Comunità, Roma
  46. Olsen, K.M. e Dahl, S.Å. 2010. Working Time: Implications for Sickness Absence and the Work–Family Balance, International Journal of Social Welfare 19, pp. 45-53
  47. Organ, D.W. 1988. Organizational Citizenship Behaviour: The Good Soldier Syndrome, Lexington Books, Lexington
  48. Ortega, J. 2009. Why Do Employers Give Discretion? Family Versus Performance Concerns, Industrial Relations, Vol. 48, No.1, pp. 1-26
  49. Pavolini, E. Ascoli, U. e Mirabile, M.L a cura di 2013. Tempi Moderni, Il Mulino, Bologna
  50. Podsakoff, P.M, MacKenzie, S.B. Paine, J.B. Bachrach, D. G., 2000. Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research, Journal of Management, Vol. 26, No. 3, pp. 513-563
  51. Prandini, R. 2012 . Come rendere riflessiva la relazione tra famiglia e lavoro. Welfare aziendale, distretti familiari e audit-famiglia lavoro, in P. Donati (a cura di), La famiglia in Italia. Sfide sociali e innovazioni nei servizi. Vol. II. Nuove best practices bei servizi alle famiglie, Carocci, Roma, pp. 11-42.
  52. Prandini, R. Macchioni, E. e Marrone, V. 2014. Dispositivi di conciliazione famiglia-lavoro e generazione di benessere relazionale. Un’indagine sui dipendenti e le loro famiglie in L. Malfer, C. Cittadino, M. Franc, R. Prandini (a cura, di), pp. 73-203
  53. Rapoport, R., Bailyn, L., Fletcher, J. K., e Pruitt, B.H. 2002. Beyond Work-Family Balance. Advancing Gender Equity and Workplace Performance, San Francisco, CA, Jossey-Bass
  54. Remotti, F. 2010. L’ossessione identitaria, Laterza, Roma-Bari
  55. Rosa, H. 2015. Accelerazione e alienazione, Einaudi, Torino
  56. Rullani, E. a cura di 2012. Innovazione e produttività: alla ricerca di nuovi modelli di business per le imprese di servizi, FrancoAngeli, Milano
  57. Schutte, K. J. e Eaton, S. C. 2004. Perceived Usability of Work/Family Policies, Sloan Network Encyclopedia Entry
  58. Shellenback, K. 2004. Child Care & Parent Productivity: Making the Business Case, Linking Economic Development & Child Care Research Project
  60. Shephard, E. Clifton, T. e Kruse, D. 1996. Flexible Work Hours and Productivity: some Evidence from the Pharmaceutical Industry, Industrial Relations, 35, 123-39.
  61. Solari, L. 2011. La gestione delle risorse umane: dalle teorie alle persone, Carocci, Roma
  62. Treu, T. a cura di 2013. Welfare aziendale. Migliorare la produttività e il benessere dei dipendenti, Wolters Kluwer, Milano
  63. Trigilia, C. 2005. Sviluppo locale: un progetto per l’Italia, Laterza, Roma-Bari

Vincenzo Marrone, Pratiche di conciliazione famiglia-lavoro e gestione delle risorse umane. Quale valore aggiunto per le imprese? in "SOCIOLOGIA E POLITICHE SOCIALI" 1/2017, pp 83-110, DOI: 10.3280/SP2017-001005