The adoption of familyfriendly HRM policies

Several authors have tried to explain the variation across firms in the implementation of workfamily programmes in terms of the employment strategy of these firms and institutional pressures. But most of these studies have been done in the US context. This study replicates these studies in Spain, wh...

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Bibliographic Details
Published in:International journal of manpower 2003-03, Vol.24 (2), p.128-147
Main Authors: Poelmans, Steven A.Y., Chinchilla, Nuria, Cardona, Pablo
Format: Article
Language:English
Subjects:
Commitment
Conflict
Family life
Policy
Spain
Work
Online Access:Get full text
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Summary:Several authors have tried to explain the variation across firms in the implementation of workfamily programmes in terms of the employment strategy of these firms and institutional pressures. But most of these studies have been done in the US context. This study replicates these studies in Spain, which has a very different legal, cultural, and labour market context and where the diffusion of workfamily programmes has only recently started. Using data from a sample of 131 Spanish, mostly private firms, tests five hypotheses that may explain the adoption of familyfriendly human resources management policies. Finds that even in this particular context both the employment strategy and some institutional pressures play an important role. The size of the firm, the percentage of female employees, the presence of a highcommitment work system and the tightness of the labour market are associated with the implementation of a workfamily programme. With the increasing participation of female workers and the ageing of the population expects that workfamily programmes will continue to diffuse in Spain.
ISSN:0143-7720
DOI:10.1108/01437720310475394