Kossek Ellen Ernst, Lewis Suzan, Hammer Leslie B
Michigan State University, USA.
Hum Relat. 2010 Jan;63(1):3-19. doi: 10.1177/0018726709352385.
This article examines perspectives on employer work-life initiatives as potential organizational change phenomena. Work-life initiatives address two main organizational challenges: structural (flexible job design, human resource policies) and cultural (supportive supervisors, climate) factors. While work-life initiatives serve a purpose in highlighting the need for organizational adaptation to changing relationships between work, family, and personal life, we argue they usually are marginalized rather than mainstreamed into organizational systems. We note mixed consequences of work-life initiatives for individuals and organizations.While they may enable employees to manage work and caregiving, they can increase work intensification and perpetuate stereotypes of ideal workers. In order to advance the field, organizations and scholars need to frame both structural and cultural work-life changes as part of the core employment systems to enhance organizational effectiveness and not just as strategies to support disadvantaged, non-ideal workers. We conclude with an overview of the articles in this special issue.
本文探讨了雇主工作与生活倡议作为潜在组织变革现象的相关观点。工作与生活倡议应对两个主要的组织挑战：结构性（灵活的工作设计、人力资源政策）和文化性（支持性的主管、氛围）因素。虽然工作与生活倡议在凸显组织适应工作、家庭和个人生活之间不断变化的关系的必要性方面有其作用，但我们认为它们通常被边缘化，而非被纳入组织系统的主流。我们注意到工作与生活倡议对个人和组织产生的影响喜忧参半。虽然它们可能使员工能够平衡工作与照顾责任，但也可能加剧工作强度，并使理想员工的刻板印象长期存在。为了推动该领域的发展，组织和学者需要将结构性和文化性的工作与生活变革视为核心就业系统的一部分，以提高组织效能，而不仅仅是作为支持处境不利的非理想员工的策略。我们最后概述了本期特刊中的文章。
