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Other obstacles
(Bond and Wise 2003)-less training associated with worklife related human resource policies
(Casper,Fox,Sitzman and Landy 2004) supervisors
generally had poor awareness of the work-life related
human resource policies that why they cant communicate
to the staff
Unrelated employee request also effect the request that
will be granted
(powell and mainiero,1990) female managers are more
likely to grant alternative work agreements compare to
male managers
(Parker & Allen 2002) supervisor with parental
responsibility more likely to grant request on flexibility
compare to supervisor with a greater control
Organization level explanations
Improved Recruitment and Retention
Serve as competitive advantage in which their facilities
are limited(Perry-Smith &Blum 2000)
Offering voluntary reduced hours associated with
increased recruitment and
retention(Williamds,Ford,Dohring,Lee & MacDermid 2000)
Provision of onsite childcare centres associated with lower
turnover intentions among employees(Milkimwich &
Gomez 1995)
Working mother cant continue working without flexible
working hours and also flexible spending accounts to pay
child care predicted reduced turnover among working
mothers(Glass & Riley 1998)
Rosen(1997) regardless any backgorind on family,balance
and career,individuals are attracted to firms offering
flexible career paths
Future Research