Work–family research employing nationally representative samples and multiple methods of data collection is uncommon. We used data from two affiliated national surveys to examine the distribution of work–family spillover among working adults. The National Study of Daily Experiences (n= 741), an 8-day daily diary study using a subsample of the National Survey of Midlife Development in the United States (MIDUS; N= 2,130), allowed work–family spillover to be conceptualized and operationalized in different ways. Analyses testing family life course hypotheses indicated that self-reported negative and positive spillover between work and family were not randomly distributed within the labor force. Age was found to have a persistent curvilinear effect on negative spillover between work and family. The prevalence of co-occurring work and family stress reported over 8 days was comparable across nearly all the sociodemographic characteristics.

https://www.jstor.org/stable/pdfplus/3700296.pdf

Work–Family Spillover and Daily Reports of Work and Family Stress in the Adult Labor Force†

Work–life issues have important implications at both organizational and individual levels. This paper provides a critical review of the work–life literature from 1990 onwards through the lens of diversity, with a particular focus on disparities of power induced by methodological and conceptual framings of work and life. The review seeks to answer the following questions: What are the gaps and omissions in the work–life research? How may they be overcome? To answer these questions, the review scrutinizes blind spots in the treatment of life, diversity and power in work–life research in both positivist and critical scholarship. In order to transcend the blind spots in positivist and critical work–life research, the review argues the case for an intersectional approach which captures the changing realities of family and workforce through the lens of diversity and intersectionality. The theoretical contribution is threefold: first, the review demonstrates that contemporary framing of life in the work–life literature should be expanded to cover aspects of life beyond domestic life. Second, the review explains why and how other strands of diversity than gender also manifest as salient causes of difference in experiences of the work–life interface. Third, the review reveals that social and historical context has more explanatory power in work–life dynamics than the micro-individual level of explanations. Work–life literature should capture the dynamism in these contexts. The paper also provides a set of useful recommendations to capture and operationalize methodological and theoretical changes required in the work–life literature.

/pdf/work-life-diversity-and-intersectionality-a-critical-review-5ee90yltv7.pdf

Work–Life, Diversity and Intersectionality: A Critical Review and Research Agenda

In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments
in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits
that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers’ brand signals; perceptions of the employers’ brand investments; and perceptions of the employers’ product or service brand portfolio.

Employer branding : strategic implications for staffrecruitment

Existing research shows that women’s employment patterns are not driven so much by gender as by motherhood, with childless people and fathers employed at substantially higher levels than mothers in most countries. We focus on the cross-national variation in the gap in employment participation and working hours between mothers and childless women. Controlling for individual- and household-level factors, we provide evidence that institutional and cultural contexts shape maternal employment. Well-paid leaves, publicly supported childcare services for very young children, and cultural support for maternal employment predict smaller differences in employment participation and working hours between mothers and childless women. Yet, extended leave, notably when unpaid, is associated with larger motherhood employment gaps.

Cultural and Institutional Factors Shaping Mothers' Employment and Working Hours in Postindustrial Countries

Germany: From Collective Voice to Co-management

Im vorliegenden Beitrag untersuchen wir die organisationsexternen Deutungen einer Arbeitgebermarke vor dem Hintergrund eines interpretativen, relationalen Verstaendnisses von Branding. In einer explorativen Studie auf der Basis von 16 semi-strukturierten Interviews mit potentiellen BewerberInnen und Employer Branding-ExpertInnen zu den Arbeitgebermaterialien von Daimler leiten wir folgende zentrale Rekonstruktionen ab: Arbeitgebermarke als wirksames HRM-Steuerungsinstrument, als bewerberseitiger Vorselektionsprozess, als Residualkategorie und als legitimierendes HRM- und Marketinginstrument. Diese Rekonstruktionen sind das Produkt eines komplexen Zusammenspiels von Employer Branding-Materialien, individuellen Merkmalen, gesellschaftlichen und organisationalen Diskursen sowie unterschiedlichen Informationskanaele. Insgesamt zeigt sich, dass Employer Branding nicht als ein funktionaler Darstellungs- und Bestimmungsvorgang, sondern als ein interaktiver, mehrdeutiger und ambivalenter Konstruktions- und Kommunikationsprozess des Images eines Arbeitgebers zu verstehen ist. (Based on an interpretive, relational concept of branding, this paper explores how external stakeholders make sense of an employer brand. In 16 semi-structured interviews, potential job applicants and employer branding experts interpreted Daimler’s employer branding material. On the basis of these interviews, we discuss the following main reconstructions: employer branding as an effective HR management tool, as a process of pre-selection employed by potential applicants, as a residual category of corporate and product branding, and, finally, as a legitimizing HR and marketing tool. These reconstructions are the result of a complex interplay of employer brand materials, individual characteristics, societal and organizational discourses, as well as different information channels. All things considered, rather than understanding employer branding as a functional means to portraying employers and determining how they are perceived, it should be thought of as an interactive, ambiguous, and ambivalent process of reconstructing an employer image.)

Interpretationen und Rekonstruktionen einer Arbeitgebermarke durch unternehmensexterne Stakeholder: eine explorative Studie (External interpretations and reconstructions of an employer brand: An exploratory study)

https://www.econstor.eu/bitstream/10419/116845/1/3-87988-268-1.pdf

Personalwirtschaftliche Ausbildung an Universitäten: Grundfragen, Konzepte und Erfahrungen

Weiterbildung wird als ein entscheidender okonomischer und sozialer Faktor betrachtet, um auf aktuelle Entwicklungen in Wirtschaft und Gesellschaft, wie etwa Internationalisierung, Wettbewerbsintensivierung, Finanzkrise, Technologieentwicklung, Flexibilisierung von Arbeitsbedingungen u.A., reagieren zu konnen. Als betriebliche Weiterbildung bezeichnen wir alle Masnahmen der expliziten Qualifizierung von MitarbeiterInnen, die durch Unternehmen/Organisationen gestaltet, initiiert oder zumindest unterstutzt werden (vgl. auch Kottmann/Kailer 2004; Wittwer 2003b; Staehle 1999). Betriebliche Weiterbildung stellt ein zentrales Element der Personalentwicklung dar (vgl. z.B. Staehle 1999), wobei mit Personalentwicklung all jene Masnahmen umfasst werden, die als Zielsetzung die Nutzung und Forderung individueller Leistungspotenziale haben. Es handelt sich also um Instrumente, die jene Qualifikationen fordern, die zur Bewaltigung unterschiedlicher, auch zukunftiger Anforderungen notwendig sind bzw. notwendig erscheinen (vgl. u.a. Mayrhofer 1998). Trotz der Erweiterung des konzeptionellen Verstandnisses und der betrieblichen Praktiken stellt Weiterbildung nach wie vor die zentrale Aktivitat von Personalentwicklung dar (Schmidt 2004).

Betriebliche Weiterbildung aus einer gleichstellungspolitischen Perspektive

Die Vereinbarkeit von Bcruf lind Familie als betriebliches Problemlind Gestaltungsfeld durftc vor dem Hintergrund gravierendcr Veranderungen von privaten Lebensund Beziehungsforrncn (vgl. zB. I-1onneth 19~4; Bcck/Bcck-Gcrnshcim 1990) und den gesttegencn Anforderungcn der Arbeitswelt hinsichtlich Flcxibilitat, Mobilitat, Leistungslind Einsatzbercitschaft an die Beschaftigten ein zunehmcnd wichtigcrcs Thcrna auch der Bctricbslind insbesondere Pcrsonalwirtsehaftslehre werden. Ocr von Andre I-Iabiseh hcrausgcgcbcnc Sammclband als Folge I der Schrirten Dcutschcs Nctzwcrk Wirtschaftscthik ist deshalb zunachst einmal ein crfrculieher Beitrag zur Aufwenung dieser Thernatik in der deutschsprachigen Managementund Pcrsonalforschung.

Manfred Auer

Papers

Interpretationen und Rekonstruktionen einer Arbeitgebermarke durch unternehmensexterne Stakeholder: eine explorative Studie (External interpretations and reconstructions of an employer brand: An exploratory study)

Personalwirtschaftliche Ausbildung an Universitäten: Grundfragen, Konzepte und Erfahrungen

Betriebliche Weiterbildung aus einer gleichstellungspolitischen Perspektive

Rezensionen: Familienorientierte Unternehmensstrategie. Beiträge zu einem zukunftsorientierten Programm

Rezensionen: Restrukturierung und Macht. Fallstudie einer Konzernreorganisation: