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

Purpose: The study attempts to extend the current scholarship in the field of employer branding. Integrated communication is about consistent communication that is synergistic through multiple communication channels. Employer branding activities that involve multiple internal communication channels aim to attract employees. The study proposes that the perceived impact of effective integrated communication in employer branding shapes employee attitude and hence employee attraction. Employee perception of the choice of communication channels is also proposed to have an impact on employee attraction. Design/methodology/approach: An exploratory qualitative study in the form of interviews and a preliminary survey was conducted in the first phase. The main study involved a questionnaire survey to empirically test the proposed hypotheses. The respondents were information technology–business process management (IT-BPM) employees (n = 520) in India. Findings: The direct and interaction effects of integrated communication and usefulness of communication channels on employee attraction within the organization were empirically validated to suggest a positive impact on employee attraction. Originality/value: The study extends the current body of knowledge on talent attraction to include present employees. Similarly, the study on integrated communication and its impact on employee attraction is an important addition to the literature on employer branding, internal communication and talent management, given the present coronavirus disease 2019 (COVID-19) situation. © 2021, Emerald Publishing Limited.

Is my employee still attracted to me? Understanding the impact of integrated communication and choice of communication channels on employee attraction

We examine the work-family interactions of working parents facing the unique demands caused by the disruptions of the global health pandemic. Using the tenets of work-home resource theory, we study how contextual demands, resources, and psychological resilience interact to affect work-family conflict, stress, and psychological well-being in the United States and India. We tested two-way and three-way interactions between work/family demands, resources, and psychological resilience on work-family conflict. A three-way interaction between work demands, resources, and resilience was found to be a significant factor in dealing with work-family challenges posed by COVID-19 pandemic in both India and United States. We also found that while COVID-19-related disruptions caused similar outcomes, there were some cross-national differences in how working parents experienced it. Research and practical implications of the findings are discussed.

Resilience during disruption: A cross-national examination of the work–family interface.

This study investigated the crossover of work–family conflict (WFC) from supervisors to subordinates employed in conventional work settings. The authors hypothesized that the supervisor’s WFC would impact the subordinate’s level of WFC, and the level of crossover would vary with relationship quality or LMX.,The authors surveyed a matched set of 150 supervisors and 193 subordinates from several services organizations who were recruited using a snowballing technique. Data were analysed using hierarchical regression analyses and moderation testing.,Results confirmed a significant direct crossover path. Further, the crossover was found to be lowered in the event of higher LMX quality.,The findings provide significant insights into the conditions under which transmission of WFC takes place by broadening crossover research in the work–family area. Future studies must explore the crossover of work–family enrichment and the role of leadership styles, empathy and perspective taking of subordinates in the crossover.,Supervisors must endeavour to reduce the level of WFC of subordinates by trying to build high-quality LMX by regularly interacting with them and by providing them a supportive climate. Employees in turn must support supervisors in various means, which will help them gaining manager’s trust and support.,Examination of the potential mitigating effect of high-quality LMX in the crossover of WFC in supervisor–subordinate dyads has rarely been investigated in the past.

Crossover of work–family conflict in supervisor–subordinate dyads in India: does LMX matter?

Introduction Contemporary socio-demographic landscape, increased number of dual earner couples in the workforce, technological and market changes which demand 24/7 business hours and pressure on individuals for sufficient financial stability have squeezed the distinction between the work and family role domains of an individual. This has significant implications for work-family balance (Nair, 2013; Nayeem & Tripathy, 2012; Pandu, Balu & Poorani, 2013). Researchers have applied various frameworks to study the link between the two integral spheres of life, work and family. Among these, the conflict framework has occupied a respectable space in the literature of work-family balance/interaction. Conflict framework (Greenhaus & Beutell, 1985) assumes that work and family are two different role domains. They have different sets of demands and responsibilities. Investment of more time and energy in one role will make it difficult to perform efficiently in the other, leading to WFC. Studies on WFC have extensively used spillover and crossover models which suggest that demands or strains from one role domain are carried over to the other role domain (Bakker & Demerouti, 2013; Van Emmerik & Peeters, 2009; Westman, 2001, 2005; Zhang, Foley & Yang, 2013). Spillover is a within-person across domains transmission of strain from one area of life to another whereas crossover involves transmission across individuals, where the demands and their consequent strain crossover between closely related individuals (e.g., from one partner to another partner in a dyad) (Westman, 2001). Along with the conflict framework, 'role expansion' framework (Marks, 1977) has also received sufficient attention in the literature. The underlying assumption of role expansion framework is that work and family do not always interfere with each other; rather they may overshadow the negative effects and benefit of each other leading to work-family facilitation (WFF). Several synonymous terms are used to describe the positive interaction between work and family such as positive spillover, work-family facilitation, work-family synergy and work-family enrichment (Allis & O'Driscoll, 2008; Greenhaus & Powell, 2006; Masuda, McNall, Allen & Nicklin, 2012; Wayne, Musisca & Fleeson, 2004). WFF is defined as the extent to which an individual's engagement in one life domain (i.e., work/family) provides gains (i.e., developmental, affective, capital, or efficiency) which contribute to enhanced functioning of another life domain (i.e., family/work) (Carlson et al., 2006; Wayne, Grzywacz, Carlson & Kacmard, 2007). Impacts of WFF on individuals have been widely studied using the spillover model and application of cross over model in WFF research is scarce (Carlson et al., 2011). Studies using crossover models majorly have been conducted in the Western context which provides impetus to examine the same in the socio-cultural context of India. Also, studies have mostly focused on crossover of stress, strain, burnout and engagement. Rarely attempts have been made to integrate both WFC and WFF in a research model and examine the crossover of the same in supervisor and subordinate dyads in a workplace setting. Given the rise of jobs involving team work (Carlson et al., 2011; Van Emmerik & Peeters, 2009), examination of crossover of work-family experience between supervisors and subordinates requires attention from researchers. Work-Life Balance & Supervisor-subordinate Relationships Research has considerably highlighted the importance of work-life balance for organizational and individual performance (Chawla & Sondhi, 2011). With the increase in WFC, there is decrease in work-life balance (Chawla & Sondhi, 2011) and job satisfaction (Baral, 2016) and increase in turnover intention and burnout levels (Nayeem & Tripathy, 2012). Indians, being a part of a collectivist culture, give high priority to fulfill their family and social responsibilities (Hofstede, 2001; Rathi & Barath, 2013). …

The Crossover of Work-Family Experiences among Supervisor-Subordinate Dyads in India

Business and society have been known to be interlinked by a thread called sustainability. However, over the years, this thread has lost its strength because of the dominance of an instrumental perspective towards corporate sustainability (CS). Literature shows that there are innumerable tensions around CS decisions and propose several reasons why decision-makers predominantly resort to the instrumental perspective (CS as a mean) rather than the intrinsic perspective (CS as an end) when addressing these tensions. In this chapter, the authors offer a novel solution to overcome this issue by adapting the existing definition of moral imagination (MI) from the business ethics domain to the CS domain with the help of climate science literacy and mental models of climate phenomena. The authors posit that practicing this adapted MI can facilitate decision-makers to move from the instrumental perspective to adopt an intrinsic perspective through integrative and paradox approaches when handling tensions in CS decisions. The authors contribute to the broad field of sustainability by proposing a conceptual framework that links MI to the intrinsic perspective of CS decisions. This chapter not only offers several theoretical contributions and future research directions but also posits that the empirical verification of this framework can offer much-needed insights to managers and policy-makers to combat one of the significant threats to the survival of our planet, climate crisis.

Rupashree Baral

Papers

Is my employee still attracted to me? Understanding the impact of integrated communication and choice of communication channels on employee attraction

Resilience during disruption: A cross-national examination of the work–family interface.

Crossover of work–family conflict in supervisor–subordinate dyads in India: does LMX matter?

The Crossover of Work-Family Experiences among Supervisor-Subordinate Dyads in India

Enabling an Intrinsic Perspective Towards Approaching Tensions in CS Decisions Through Moral Imagination: A Conceptual Framework