Impacto de la conciliación laboral y familiar en el desempeño organizativo
Journal Name:
- Intangible Capital
Publication Year:
- 2014
Key Words:
Keywords (Original Language):
Author Name | University of Author |
---|---|
REFERENCES
ALLEN, T. (2001). Family-supportive work environments: The role of organizational
perceptions. Journal of Vocational Behavior, 58: 414–435.
http://dx.doi.org/10.1006/jvbe.2000.1774
ALLEN, T.D.; HERST, D.E.L.; BRUCK, C.S.; SUTTON, M. (2000). Consequences associated with
work-to-family conflict: a review and agenda for future research. Journal of Occupational
Health Psychology, 5(2): 278-308. http://dx.doi.org/10.1037/1076-8998.5.2.278
ANDERSON, S.E.; COFFEY, B.S.; BYERLY, R.T. (2002). Formal organizational initiatives and
informal workplace practices: links to work-family conflict and job-related outcomes. Journal
of Management, 28 (6): 787-810.
ARYEE, S.; SRINIVAS, E.S.; TAN, H.H. (2005). Rhythms of life: Antecedents and outcomes of
work–family balance in employed parents. Journal of Applied Psychology, 90: 132–146.
http://dx.doi.org/10.1037/0021-9010.90.1.132
-460-
Intangible Capital – http://dx.doi.org/10.3926/ic.506
BAGGER, J.; LI, A.; UTEK, B.A. (2008). How do much you value your family and does it
matter? The joint effects of family identity salience, family-interference-with-work, and
gender. Human Relations, 61(2): 187-211. http://dx.doi.org/10.1177/0018726707087784
BALMFORTH, K.; GARDNER, D. (2006). Conflict and facilitation between work and family:
Realizing the outcomes for organizations. New Zealand Journal of Psychology, 35(2): 69–
76.
BALTES, B.B.; BRIGGS, T.E.; HUFF, J.W.; WRIGHT, J.A.; NEUMAN, G.A. (1999). Flexible and
compressed workweek schedules: A meta-analysis of their effects on work-related criteria.
Journal of Applied Psychology, 84: 496–513. http://dx.doi.org/10.1037/0021-9010.84.4.496
BATT, R.; BALCOURT, P.M. (2003). Human resources practices as preditors of work-family outcomes
and employee tumover. Industrial Relations, 42(2): 189-220.
http://dx.doi.org/10.1111/1468-232X.00287
BAXTER, J.; CHESTERS, J. (2011). Perceptions of Work-Family Balance: How Effective are
Family-Friendly Policies?. Australian Journal of Labour Economics, 14(2): 140.
BEAUREGARD, T.A.; HENRY, L.C. (2009). Making the link between work-life balance practices
and organizational performance. Human Resource Management Review, 79(1): 9-22.
http://dx.doi.org/10.1016/j.hrmr.2008.09.001
BECK-GERSHEIM, E. (2003). La reinvención de la familia. En busca de nuevas formas de
convivencia (pp.154-155). Barcelona: Ed. Paidos.
BEHAN, B.; DROBNIC, S. (2010). Satisfaction with work-family balance among German office
workers. Journal of Managerial Psychology, 25(6): 669-689.
http://dx.doi.org/10.1108/02683941011056987
BLAIR-LOY, M.; WHARTON A.S. (2002). Employees' Use of Work-Family Policies and the
Workplace Social Context. Social Forces, 80(3): 813-845.
http://dx.doi.org/10.1353/sof.2002.0002
BOCAZ, P. (2003). La promoción de la equidad de género como herramienta de competitividad
empresarial. El caso de la clínica Los Coihues. Documento preparado para la Unidad de
Mujer en el Banco Interamericano de Desarrollo y presentado en la Reunión de Especialistas
sobre Desarrollo Productivo, Empleo y Equidad de Género en América Latina en Montevideo,
11 y 12 de diciembre de 2003.
BOYAR, S.L.; MAERTZ, C.P.; ALISON, J.; PEARSON, W.; KEOUGH, S. (2003). Work-family
conflict. A model of linkages between work and family domain variables and turnover
intentions. Journal of Managerial Issues, 15: 175-190.
-461-
Intangible Capital – http://dx.doi.org/10.3926/ic.506
BURKE, R. (2009). Working to live or living to work: should individuals and organizations
care?. Journal of Business Ethics, 84(2): 167-172. http://dx.doi.org/10.1007/s10551-008-9703-6
BURKE, R.J.; GREENGLASS, E.R. (1999). Hospital restructuring, work-family conflict and
psychological burn-out among nursing staff. Journal of Occupational Health Psychology, 4:
327-336. http://dx.doi.org/10.1037/1076-8998.4.4.327
CARR, J.C.; BOYAR, S.L.; GREGORY, B.T. (2008). The moderating effect of work-family
centrality on work-family conflict, organizational attitudes, and turnover behavior. Journal of
Management, 34(2): 244-262. http://dx.doi.org/10.1177/0149206307309262
CLARK, S. (2000). Work Cultures and work/family balance. Journal of Vocational Behavior, 58:
348-365. http://dx.doi.org/10.1006/jvbe.2000.1759
DEX, S.; SCHEIBL, F. (1999). Business performance and family-friendly policies. Journal of
General Management, 24(4): 22-37.
DIXON, M.A.; SAGAS, M. (2007). The relationship between organizational support,work-family
conflict, and the job-life satisfaction ofuniversity coaches. Research Quarterly for Exercise
and Sport, 78(3): 236-247.
DRAGO, R.; COSTANZA, D.; CAPLAN, R.; BRUBAKER, T.; CLOUD, D.; HARRIS, N. (2001). The
willingness to pay for work-family policies: A study ofteachers. Industrial and Labor
Relations Review, 55: 22-41. http://dx.doi.org/10.2307/2696184
EDWARDS, J.R.; ROTHBARD, N.P. (2000). Mechanisms linking work and family: Clarifying the
relationships between work and family constructs. Academy of Management Review, 25(1):
178-199.
ESTES, S.B.; NOONAN, M.C.; MAUME, D.J. (2007). Is work-family policy use related to the
gendered division of housework?. Journal of Family and Economic Issues, 28: 527–545.
http://dx.doi.org/10.1007/s10834-007-9075-6
FOLEY, S.; LINNEHAN, F.; GREENHAUS, J.; WEER, C.H. (2006). The impact of gender
similarity; racial similarity; and work culture on family-supportive supervision. Group and
Organization Management, 31(4): 420-441. http://dx.doi.org/10.1177/1059601106286884
GLASS, J.L.; ESTES, S.B. (1997). The family responsive workplace. Annual Review of
Sociology, 23: 289-313. http://dx.doi.org/10.1146/annurev.soc.23.1.289
GREENHAUS, J.; POWELL, G. (2006). When work and family are allies: A theory of work-family
enrichment. Academy of Management Review, 31: 72-92.
http://dx.doi.org/10.5465/AMR.2006.19379625
-462-
Intangible Capital – http://dx.doi.org/10.3926/ic.506
GREENHAUS, J.; COLLINS, K.; SHAW, J. (2003). The relation between work-family balance and
quality of life. Journal of Vocational Behavior, 63: 510-531. http://dx.doi.org/10.1016/S0001-
8791(02)00042-8
GREENHAUS, J.H.; BEUTELL, N.J. (1985). Sources of conflict between work and family roles.
Academy of Management Review, 10(1): 76-88.
GRZYWACZ, J.; MARKS, N.F. (2000). Reconceptualizing the work-family interface: an ecological
perspective on the correlates of positive and negative spillover between work and family.
Journal of Occupational Health Psychology, 5: 111-126. http://dx.doi.org/10.1037/1076-
8998.5.1.111
HAMMER, L.B.; BAUER, T.N.; GRANDEY, A.A. (2003). Work-family conflict and work related
withdrawal behaviors. Journal of Business and Psychology, 17: 419-437.
http://dx.doi.org/10.1023/A:1022820609967
HILL, E.J.; HAWKINS, A.J. ; FERRIS, M.; WEITZMAN, M. (2001). Finding an extra day a week:
the positive influence of perceived job flexibility on work and family life balance. Family
Relations, 50(1): 49-58. http://dx.doi.org/10.1111/j.1741-3729.2001.00049.x
IDROVO, S. (2006). Las políticas de conciliación trabajo-familia en las empresas colombianas.
Estudios Gerenciales, 100(22). Colombia. Universidad ICESI: 65-66.
KAHNM, R.L.; WOLFE, D.M.; QUIN, R.P.; SNOEK, J.D. (1964). Organizational stress: Studies in
role conflict and ambiguity. New York: Wiley.
KARASEK, R.A. (1979). Job demands; job decision latitude and mental strain: Implications for
job redesign. Administrative Science Quarterly, 24: 285-308. http://dx.doi.org/10.2307/2392498
KINNUNEN, U; MAUNO, S.; GEURTS, S.; DIKKERS, J. (2005). Work-family culture in
organizations: theoretical and empirical approaches. In S.A.Y. Poelmans (ed.), Work and
family. An International Research Perspective (pp.87-120). London: Lawrence Erlbaum
Associates.
KIRCHMEYER, C. (2000). Work-life initiatives: Greed or benevolence regarding workers time.
En C.L. Cooper & D.M. Rosseau (Eds.), Trends in organizational behavior (pp. 79-93).
Chichester, UK: Ed. Wiley.
KOSSEK, E.E.; NOE, R.A.; DEMARR, B. (1999). Work-family role synthesis: Individual; family
and organizational determinants. International Journal of Conflict Management, 10:
102-129. http://dx.doi.org/10.1108/eb022820
LAMBERT, S. (1990). Processes linking work and family: A critical review and research agenda.
Human Relations, 43: 239-257. http://dx.doi.org/10.1177/001872679004300303
-463-
Intangible Capital – http://dx.doi.org/10.3926/ic.506
LEITER, M.P.; DURUP, M.J. (1996). Work; home and in-between: A longitudinal study of
spillover. Joumal of Applied Behavioral Science, 32(1): 29-52.
http://dx.doi.org/10.1177/0021886396321002
LEITER, M.P. (1991). Coping patterns as predictors of bum-out: the function of control and
escapist coping patterns. Journal of Organizational Behavior, 12: 123-144.
http://dx.doi.org/10.1177/0021886396321002
LIN, A. (2013). The Relationship Between Work/Family Demands; Personality and Work Family
Conflict. The Business Review Cambridge, 21(1): 274.
LINGARD, H.; FRANCIS, V. (2006). Promoting diversity in construction by supporting
employees’ work-life balance. En A. Gale & M. Davidson (Eds.), Managing Diversity and
Equality in Construction. Initiatives and Practice (pp. 170-192). London: Taylor & Francis.
LITCHFIELD, L.; SWANBERG, J.; SIGWORTH, F. (2004). Increasing the visibility of the invisible
workforce: model programs and policies for hourly and lower wage employees. Boston:
Boston College Center for Work & Family. Carroll School of Management.
LOBEL, S.A.; KOSSEK, E.E. (1996). Human resource strategies to support diversity in work and
personal lifestyles: beyond the ‘family friendly’ organization. En E.E. Kossek & S.A. Lobel
(Eds.), Managing diversity: human resource strategies for transforming the workplace (pp.
221-244). Cambridge, M A.: Blackwell.
LOCKE, E.A. (1976). The nature and consequences of job satisfaction. En M.D. Dunnette (Ed.),
Handbook of Industrial and Organizational Psychology (pp. 1297-1349). Chicago: Rand
McNally College Publishing Co.
LÓPEZ-IBOR, R.A.; ECOT, L.; FERNÁNDEZ, J.A.; PALOMO, M.T. (2010). Las políticas de
conciliación de la vida familiar y laboral desde la perspectiva del empleador. Problemas y
ventajas para la empresa. Cuadernos de Trabajo de la Escuela Universitaria de Estadística,
2: 13.
MEIL, G.; GARCÍA, C.; LUQUE, M.A. (2008). Las grandes empresas y la conciliación de la vida
laboral y personal en España. Revista del Ministerio de Trabajo e Inmigración, 71: 17.
MEYER, J.P.; ALLEN, N.J. (1997). Commitment in the Workplace: Theory, research and
application. Thousand Oaks, CA: Sage Publications.
MURILLO, S. (1996). El mito de la vida privada (pp. 11-12). Madrid: Ed. Siglo XXI.
PARASURAMAN, S.; SIMMERS, C. (2001). Type of employment; work-family conflict and wellbeing:
A comparative study. Journal of Organizational Behavior, 22(5): 551-568.
http://dx.doi.org/10.1002/job.102
-464-
Intangible Capital – http://dx.doi.org/10.3926/ic.506
PERRY-SMITH, J.E.; BLUM, T.C. (2000). Work-family human resource bundles and perceived
organizational performance. Academy of Management Journal, 43(6): 1107-1117.
http://dx.doi.org/10.2307/1556339
RODRÍGUEZ, M.; NOUVILAS, E. (2007). Conflicto trabajo familia como fuente de estrés: el
papel modulador de las atribuciones. Ansiedad y Estrés: 13(2-3): 177-189.
ROSSO, S.D. (2008). Mais trabalho! A intensificaçào do labor na sociedade contemporánea.
Sâo Paulo: Boitempo.
SÁNCHEZ-VIDAL, M.E.; CEGARRA-LEIVA, D.; CEGARRA-NAVARRO, J.G. (2011). Influye el
conflicto trabajo-vida personal de los empleados en la empresa?. Universia Business Review,
29: 111.
SCANDURA, T.A.; LANKAU, M.J. (1997). Relationships of gender; family responsibility and
flexible work hours to organizational commitment and job satisfaction. Journal of
Organizational Behavior, 18: 377-391.
http://dx.doi.org/10.1002/(SICI)1099-1379(199707)18:4<377::AID-JOB807>3.0.CO;2-1
SERNAM (Servicio Nacional de la Mujer) (2003). Análisis de los costos y beneficios de
implementar medidas de conciliación vida laboral y familiar en la empresa. Documentos de
Trabajo Nº 84, Santiago, SERNAM: 46-51.
STAINES, G. (1980). Spillover versus compensation: A review of the literatura on the
relationship between work and nonwork. Human Relations, 33: 111-129.
http://dx.doi.org/10.1177/001872678003300203
SWODY, C.A.; POWELL, G.N. (2007). Determinants of employee participation in organizations'
family-friendly programs: A multi-level approach. Journal of Business and Psychology,
22(2): 111-122. http://dx.doi.org/10.1007/s10869-007-9057-6
WAYNE, J.H.; RANDEL, A.E.; STEVENS, J. (2006). The role of identity and work-family support
in work–family enrichment and its work-related consequences. Journal of Vocational
Behavior, 69: 445–461. http://dx.doi.org/10.1016/j.jvb.2006.07.002
WEI-CHI, T.; CHIEN-CHENG, C.; HUI-LU, L. (2007). Test of a model linking employee positive
moods and task performance. Journal of Applied Psychology, 92(6): 1570-1583.
http://dx.doi.org/10.1037/0021-9010.92.6.1570
WILLIAMS, K.J.; ALLIGER, G.M. (1999). Role stressors; mood spill-over; and perceptions of
work-family conflict in employed parents. Academy of Management Journal, 37(4): 837-
868. http://dx.doi.org/10.2307/256602
-465-
Intangible Capital – http://dx.doi.org/10.3926/ic.506
YASBEK, P. (2004). The business case for firm-level work-life balance policies: a review of the
literature. Wellington. NZ: Department of Labor. Avalaible at: http://www.dol.govt.nz/publicationview.
asp?ID=191 (last access date: March, 2014).
ZEDECK, S.; MOSIER, K. (1990). Work in the family and employing organization. American
Psychologist, 45(2): 240-251. http://dx.doi.org/10.1037/0003-066X.45.2.240
ZHANG, J.; LIU, Y. (2011). Antecedents of Work-Family Conflict: Review and Prospect.
International Journal of Business and Management, 6(1): 93.