Wives' Employment and the Division of Family Work Basic Patterns of Family Work and Paid Work Paid Work, Sex, and Sex Role Ideology as Determinants of Family Work Wives' Desire for Greater Husband Participation in Family Work The Consequences of Role Overload Husbands' Psychological Involvement in Work and Family Husbands' and Wives' Roles The Issues Today

Working Wives, Working Husbands

Academy of Management Review : 抄録雑誌の概要

Confronted with increasing pressures to limit government spending on social welfare, more and more public policy makers welcome the growing social involvement of corporations. Yet, inasmuch as corporate citizenship may be desirable for society as a whole, it is unlikely to be embraced by a large number of organizations unless it is associated with concrete business benefits. This paper presents past findings and proposes future research directions useful for understanding the potential value of corporate citizenship as a marketing tool. Specifically, after examining the nature of corporate citizenship, the paper discusses its potential impact, first on consumers, then on employees. Two conceptual frameworks are introduced to guide research on the value of corporate citizenship in terms of external and internal marketing respectively.

Corporate citizenship as a marketing instrument: concepts, evidence and research directions

Blockchain technology (BT) is expected to bring a revolutionary paradigm shift in the manner the transactions are carried in the supply chains. BT provides better visibility and transparency by rem...

Understanding the Blockchain technology adoption in supply chains-Indian context

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

This study examines the consequences of both work-to-family conflict (WFC) and family-to-work conflict (FWC) among a sample of managerial and professional women in India. Data were collected from 224 women, working fulltime in diverse organizations using anonymously completed survey questionnaires. The respondents indicated relatively low level of FWC compared to WFC. WFC had a negative correlation with affective commitment and psychological well-being. FWC was found to be negatively correlated with family satisfaction and psychological well-being. Interestingly, both WFC and FWC did not show significant impact on job satisfaction. Introduction Competing demands between work and home have assumed increased relevance in recent years for employees across the world due, in large part, to demographic, economic, technological and workplace changes. India is no exception. The changes are seen in terms of rising numbers of women in the workforce (Census of India, 2001; Human Development Report, 2010; Naqvi, 2011), more dual career couples (Rajadhyaksha & Bhatnagar, 2000) and nuclear families (Bharat, 2003), increase in customer centric services sector, and more sophisticated communications technology enabling continuous contact with the workplace and customers even after the work hours (Baral, 2009). These changes have placed immense pressure and time demands on men and women to strike the crucial balance between work and home. Women professionals are more prone to such pressures of striking a balance between work and home front since they have to take more family responsibilities compared to men irrespective of their working status (Aryee, Srinivas & Tan, 2005; Bharat, 2003; Chauhan, 2010; Naqvi, 2011). Managing and integrating work and family is considered as one of the major challenges facing managerial and professional women in achieving successful careers in organizations (Bharathi & Baral, 2012; Kaiser et al., 2011; Koyuncu, Burke & Wolpin, 2012). Engagement in multiple roles such as work and family roles has been found to have many positive implications (e.g. enhanced skills, mood, well-being and morale) (Balmforth & Gardner, 2006; Bhargava & Baral, 2011). However, the negative side of engagement in multiple roles cannot be discounted. The results of a variety of studies, conducted across different countries, cultures and occupations have demonstrated that a high level of work-family conflict may have detrimental consequences for employees as well as the organization (for a review, see Allen, Herst, Bruck & Sutton, 2000). Specifically, research has shown that work-family conflict is related to increased turnover intentions and reduced job satisfaction, organizational commitment, and family satisfaction (Aryee et al., 2005; Balmforth & Gardner, 2006; Beutell, 2010; Karatepe & Kilic, 2007; Kinnunen, Feldt, Mauno & Rantanen, 2010; Koyuncu et al., 2012; Kossek & Ozeki, 1998; Rathi & Barath, 2013). The harmful consequences of work-family conflict have been exten sively investigated among employees representing a variety of occupations. Nevertheless, the influence of work-family conflict on various individual and organizational outcomes among women in managerial and professional roles remains relatively underexplored, particularly in the Indian context. Juggling between the two most important roles i.e., work and family has been particularly challenging for women managers and professionals. Many women "opt out" of their career because of family concerns (Hewlett, 2002). This is a very common phenomenon particularly in traditional cultures such as India where the burden of raising a family and kids is still the responsibility of the female partner, irrespective of her career or working status. Given this background, the aim of this study is to examine the consequences of work-family conflict among managerial and professional women at work. Work-Family Conflict "Work-family conflict" is "a form of inter-role conflict in which the role pressures from the work and family domains are mutually incompatible in some respect" (Greenhaus & Beutell, 1985:77). …

Women Managers & Professionals: Work-Family Conflict & Job Satisfaction

Based on literature review and an empirical study, paper highlights the status of Work-Life Balance Practices (WLBPs) in Indian organisations. Findings suggest that Indian organisations have started realizing that WLBPs are crucial for organisational performance. While, applications of statuary practices such as maternity/paternity leaves are common across most of the organisations, discretionary practices such as flexi-time vary in their scope. The paper identifies challenges for effectiveness of WLBPs and discusses the prospects. Recommendations are put forth to facilitate employers to see employees’ work-life balance as a core strategic issue in corporate landscape and take constructive steps to make it a reality.

Work-Life Balance Practices in Indian Organisations: Challenges and Prospects:


Purpose
This paper aims to provide relevant knowledge about entrepreneurship and women’s leadership in the Indian context. More specifically, it unleashes the veiled challenges as well as success stories of select women entrepreneurs of a developing country to bridge the gap between entrepreneurship theory and practice. It aims to provide directions to the policymakers, educationists, society and families in creating a conducive environment that is essential for the success of women entrepreneurs.


Design/methodology/approach
With a qualitative case study approach, data were collected from Tamil Nadu, a southern Indian state which has a maximum number of women entrepreneurs. Face-to-face interviews were conducted to explore the supportive as well as challenging dimensions of their entrepreneurial journey.


Findings
Content analysis of the interview transcripts indicated that successful entrepreneurs are opportunity-driven and they focus on innovation, service, generation of wealth and employment. Support from family, especially from fathers or husbands, is as important as the entrepreneurial drive, skills and abilities of an entrepreneur. Success for them is being happy, thriving work, having a happy family, having a great work-life balance and the satisfaction to have served society apart from being independent (economically/ financially). Among India’s societal and cultural realities, women have to conquer many hurdles (both implicit and explicit) in their way concerning the societal attitudes toward women stepping out of the home boundaries and traditional gender role expectations. The silver line is societal attitudes are changing, especially in urban India. There are enough support and encouragement from the family, which helps these women pursue their passion and eventually become a successful leader.


Social implications
The success stories of women will bring a wave of positive developmental change in India by fostering respect for women in a male-dominated society and flashing the importance of women’s entrepreneurship.


Originality/value
This paper provides a new examination of women entrepreneurs that significantly further the debate about the underrepresentation of women in leadership roles, especially in entrepreneurship in an emerging economy context like India. Apart from the deterrents, it aims to highlight the enablers and motivations to choose this unconventional profession.


What does it take to be a woman entrepreneur? Explorations from India

Enterprise Resource Planning or ERP integrates the data of all business areas within the organization. It is a complex technology involving different type of end users and implementing it in developing countries like India makes it even more difficult owing to the cultural and social differences. Effective usage of ERP leads to its success. However, degree of usage depends on many individual, organizational and technological factors. The post-ERP implementation is found to have impact on the user behavior and hence it is also essential to understand the impacts of the acceptance on the individual. This paper identifies the factors that affect the usage of ERP. A conceptual research framework is proposed to find the combined effect of the individual, organizational and technological factors on the ERP usage using the Technology Acceptance Model (TAM). The model also seeks to find out the impact of usage of ERP on panoptic empowerment, job satisfaction and individual performance.

Factors Affecting the User Acceptance of ERP and the Impact on the Individuals: A Conceptual Model

This paper aims to investigate the level of environmental communication and the predominant themes of environmental initiatives and technologies used in India.,In this exploratory study, a manual content analysis was conducted using print and website data related to corporate environmental communication of 60 Indian companies listed in the Bombay Stock Exchange, representing the top thirty from manufacturing and information technology (IT) sector each.,The authors classified the level of importance based on seven attributes, distinguished between hard and soft disclosure and identified the prevalent environmental practices and technologies in each sector. The authors found that the environmental communication of the IT sector is technology-based than the manufacturing sector, but both are weak in acknowledging climate change.,Managers, across the two sectors, can make their organizations environmentally responsible by learning and applying the current practices/technologies and reap benefits by mimetic isomorphism or create competitive advantage.,Building on the theoretical and practical works in corporate sustainability and corporate social responsibility communication literature, the authors contribute to the stakeholder theory and voluntary disclosure theory. The findings of the study provide the much-needed base for future research that links the engineering and management community to take the scholarship further to prevent the climate crisis.

Rupashree Baral

Papers

Women Managers & Professionals: Work-Family Conflict & Job Satisfaction

Work-Life Balance Practices in Indian Organisations: Challenges and Prospects:

What does it take to be a woman entrepreneur? Explorations from India

Factors Affecting the User Acceptance of ERP and the Impact on the Individuals: A Conceptual Model

Corporate environmental communication: a closer look at the initiatives from leading manufacturing and IT organizations in India