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46862 results in Management

Page 771 of 2344

  • 34 - Crossover, Culture, and Dual-Earner Couples

  • from Part VII - Family Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 629-645

  • Summary

    This chapter discusses the international scope of research conducted on crossover, comparing crossover research from different national cultures and with an overall focus on the experiences of crossover experienced by dual-earner couples. The crossover and spillover processes are defined, with the key difference being that crossover specifically involves the interpersonal transmission of experiences and/or emotions from one individual to another. We discuss crossover involving both negative (e.g., strain) and positive (e.g., resources) processes and briefly review the identified 101 published empirical crossover articles based on samples originating from 17 different countries. Finally, we recommend specific areas for future crossover research including: assessments of the long-lasting crossover effects, the impact of social cultures and family size on the crossover process, the extent to which partners actively (rather than passively) influence crossover, and the refined assessment of gender differences in crossover research.

  • 19 - A Review of Work–Family Research in South East Asia

  • from Part IV - Review of Research in Regions across the Globe
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 352-370

  • Summary

    In this chapter we review the research on work-family issues in South East (SE) Asia. Although the countries in SE Asia are relatively heterogeneous, they do share some cultural values (e.g., collectivism) that impact the experience of work and family. We focus on labor force composition, government mandated access to parental leave and childcare, and access to different kinds of work for men and women as key factors impacting work-family issues in this region. Our review indicates that the attention to work-family issues is inconsistent across different countries, with a lot of research in India and none that we could find in Nepal. Furthermore, much of the research has focused on work-family conflict rather than work-life conflict and conflict rather than facilitation. Lastly, the research largely focuses on gender differences in the experience of work. Factors that can mitigate the experience of work-family conflict and future research directions are discussed.

  • 28 - Managing Work–Life Effectiveness in a Multinational Firm: An Organizational Case Study

  • from Part VI - Organizational Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 517-532

  • Summary

    Managing work and family issues has become a popular topic within organizations and the popular press. Employees are asking organizations to enable their work-life effectiveness and organizations are responding with programs, such as flexible work hours and remote work. This chapter begins with a review of key conversations and research occurring within organizations around defining and measuring work-life effectiveness. The authors then discuss the unique challenges that multinational organizations face in providing work-life solutions that will work across cultures, countries, and individuals. Further, they discuss the achievements and setbacks that multinational companies are experiencing and offer a detailed case study into one global work-life program. Based on employee survey data and focus groups, The Kellogg Company created a three-prong work-life initiative focused on manager effectiveness, wellness, and technology. The flexible approach that Kellogg used was well received by employees and effective in improving work-life effectiveness across the multinational organization.

  • 15 - A Review of Work–Family Research in the Nordic Region

  • from Part IV - Review of Research in Regions across the Globe
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 288-302

  • Summary

    The Nordic countries are characterized by a “dual-worker/dual-carer model” in which a majority of both women and men are engaged in paid work, but also take actively part in the upbringing of their children. Still, work-family conflict is an issue in the Nordic countries, and it remains unclear whether women and men in these countries perceive less, more, or the same amount of work-family conflict compared to women and men elsewhere. Research in the Nordic countries include effects of work-family enrichment, the importance of organizational culture, and the negative health effects of work-family conflict. Future research areas suggested include antecedents of work-family enrichment, the meaning of high expectations regarding the combinability of work and family demands, the use of objective health register data as a complement to questionnaire data, consequences of the increasing flexibility in working life, and obstacles and facilitators regarding the compatibility of work and family in female- and male-dominated sectors.

  • 11 - Best Practices in Scale Translation and Establishing Measurement Equivalence

  • from Part III - Methodological Considerations
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 212-229

  • Summary

    We discuss best practices in scale translation and establishing measurement equivalence/ invariance (ME/I) using examples from Project 3535, a multinational work-family interface study. Best practices for scale translation and adaptation include: 1) formulating a culturally sensitive research plan and fostering team dynamics that assure its implementation, 2) use of expert bilingual and bicultural indigenous translators, 3) forward and back translation, 4) multiple rounds of review and reconciliation by a multinational team, 5) multiple rounds of pilot testing, and 6) extensive documentation of procedures. We then explain why establishing ME/I is essential for cross-cultural research and discuss different methods for how to obtain it. We describe how multiple group CFA can be used to establish three different levels of ME/I (i.e., configural, metric, and scalar). We also discuss issues such as goodness-of-fit criteria, partial invariance, and the statistical programs available for carrying out ME/I analyses.

  • 6 - The Impact of Leave Policies on Employment, Fertility, Gender Equality, and Health

  • from Part II - Assessing Cultural and Structural Differences
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 120-138

  • Summary

    Leave policies is an umbrella term which encompasses several types of governmental support that allow parents to temporarily interrupt their economic activity to provide care for their children at home. The policies include maternity, paternity, parental and childcare leave, and their corresponding financial support. Such leave policies were originally introduced to protect the health of mother and child, but nowadays pursue broader aims related to gender equality and work-family reconciliation. In this chapter, we review the literature on the impact of leave policies on four domains: employment, fertility, the gender division of unpaid work, and health. For each of these domains, we review the empirical evidence, methodological developments, and highlight the limitations of the literature. We conclude the chapter by reflecting on the broader implications of the findings.

  • 7 - Incentivizing the BSP

  • from Part II - The Board Service Provider
  • Stephen M. Bainbridge, M. Todd Henderson
  • Book:
    Outsourcing the Board
    Published online:
    19 April 2018
    Print publication:
    26 April 2018, pp 120-134

  • Summary

    Chapter 7 will address issues such as the role of the BSP in the overall team that includes outside legal counsel, independent financial advisors, independent accountants, and other service professionals. It also will consider issues such as how the BSP is compensated by the company and the internal incentives within the BSP.

  • 35 - Cultural Considerations in the Division of Labor

  • from Part VII - Family Perspectives
  • Edited by Kristen M. Shockley, University of Georgia, Winny Shen, University of Waterloo, Ontario, Ryan C. Johnson, Ohio University
  • Book:
    The Cambridge Handbook of the Global Work–Family Interface
    Published online:
    16 April 2018
    Print publication:
    26 April 2018, pp 646-660

  • Summary

    When we think about work and labor, the spotlight is usually on paid employment. But also essential is non-market, or unpaid, work: housework, home maintenance, and looking after children and elders as well as family members who are sick or have a disability. These latter activities are not rest or leisure. They are not hobbies. They are work. They require time and effort, they have productive outcomes, and they constrain time in other activities. Therefore, how market and non-market work is divided by gender is a critical social issue. This chapter examines what we have discovered over the past few decades about the ubiquity, variety, and malleability of gender division of paid and unpaid work. Drawing on comparative time use studies, it demonstrates how individual characteristics, family and workplace arrangements, national contexts, and government polices influence the gendered work and family care patterns that we observe.

  • 2 - What Do Boards Do?

  • from Part I - Corporate Boards
  • Stephen M. Bainbridge, M. Todd Henderson
  • Book:
    Outsourcing the Board
    Published online:
    19 April 2018
    Print publication:
    26 April 2018, pp 30-56

  • Summary

    In Chapter 2, we turn to the question of what do boards do today? Corporation statutes tell us that the corporation’s business and affairs “shall be managed by or under the direction of a board of directors,” but if this statutory command ever reflected real-world practice, it has long since ceased to do so. In order to assess the merits of the BSP model, we therefore need to identify the real-world functions performed by modern boards of directors. A modern board’s job has three components: management, oversight, and service. The balance between them has varied over time and from firm to firm, as we shall briefly demonstrate with a review of the historical development and evolution of the board. As we shall see, however, the long-term trend has been to emphasize the board’s role as monitors of the top management team. This trend has been given even more power in recent years, with the increasingly compliance obligations being imposed on boards of directors by both federal securities laws and state corporate law. Boards are more removed from the day-to-day job of running the firm than ever in the history of corporate affairs, and yet law leans on board members more and more.

Page 771 of 2344