Although research has examined work-family issues and organizational support for employees' famil... more Although research has examined work-family issues and organizational support for employees' family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees' perceptions of how their organizations support their work-life balance in comparison to employees with families. A multi-dimensional scale is developed assessing Wve dimensions of singles-friendly culture: social inclusion, equal work opportunities, equal access to beneWts, equal respect for nonwork life, and equal work expectations. Employees with families perceived more equity in most of these facets than did singles. Managerial and professional employees with higher incomes also perceived their organizations as more singlesfriendly. Finally, social inclusion predicted organizational commitment for single employees, and this eVect was mediated by perceived organizational support. In contrast, more equal work opportunities were related to lower turnover intentions among childfree singles.
... Solis, D., Mittelstadt, M. (2005), "Wal-Mart to settle the immigrant case", Dallas ... more ... Solis, D., Mittelstadt, M. (2005), "Wal-Mart to settle the immigrant case", Dallas Morning News, Section D, No.March 19, pp.1. ... Management. Myrtle P. Bell is the corresponding author and can be contacted at: mpbell@uta.edu. ...
Studies of intimate partner violence (IPV) and work have been primarily conducted with women in l... more Studies of intimate partner violence (IPV) and work have been primarily conducted with women in low-wage low-status (LWLS) positions, as much of this research has focused on poverty, welfare, and homelessness. Although women in LWLS positions represent a large percentage of working women in the United States, it is also important to investigate experiences of women in high-wage high-status (HWHS) positions because a growing number of women are employed within such jobs. We propose gender role theory can be used to explain occurrences of IPV among women in HWHS positions and their utilization of organizational benefits. We suggest those in HWHS positions may be likely to have access to organizational benefits (e.g., medical, vacation, and flexible work schedules) and the ability to utilize the Family and Medical Leave Act. However, prevailing gender roles existing in organizations may render women in HWHS positions unlikely to use benefits or to take leave.
... Faye K. Cocchiara, Department of Management and Marketing, Arkansas State University, State U... more ... Faye K. Cocchiara, Department of Management and Marketing, Arkansas State University, State University, Arkansas, USA. ... Second, women with advanced business degrees often end up in occupations that do not reflect their level of qualifications or experience (Simpson, 2000 ...
Although research has examined work-family issues and organizational support for employees' famil... more Although research has examined work-family issues and organizational support for employees' family responsibilities, few studies have explored the work-life issues of single employees without children. The current study examines single employees' perceptions of how their organizations support their work-life balance in comparison to employees with families. A multi-dimensional scale is developed assessing Wve dimensions of singles-friendly culture: social inclusion, equal work opportunities, equal access to beneWts, equal respect for nonwork life, and equal work expectations. Employees with families perceived more equity in most of these facets than did singles. Managerial and professional employees with higher incomes also perceived their organizations as more singlesfriendly. Finally, social inclusion predicted organizational commitment for single employees, and this eVect was mediated by perceived organizational support. In contrast, more equal work opportunities were related to lower turnover intentions among childfree singles.
... Solis, D., Mittelstadt, M. (2005), "Wal-Mart to settle the immigrant case", Dallas ... more ... Solis, D., Mittelstadt, M. (2005), "Wal-Mart to settle the immigrant case", Dallas Morning News, Section D, No.March 19, pp.1. ... Management. Myrtle P. Bell is the corresponding author and can be contacted at: mpbell@uta.edu. ...
Studies of intimate partner violence (IPV) and work have been primarily conducted with women in l... more Studies of intimate partner violence (IPV) and work have been primarily conducted with women in low-wage low-status (LWLS) positions, as much of this research has focused on poverty, welfare, and homelessness. Although women in LWLS positions represent a large percentage of working women in the United States, it is also important to investigate experiences of women in high-wage high-status (HWHS) positions because a growing number of women are employed within such jobs. We propose gender role theory can be used to explain occurrences of IPV among women in HWHS positions and their utilization of organizational benefits. We suggest those in HWHS positions may be likely to have access to organizational benefits (e.g., medical, vacation, and flexible work schedules) and the ability to utilize the Family and Medical Leave Act. However, prevailing gender roles existing in organizations may render women in HWHS positions unlikely to use benefits or to take leave.
... Faye K. Cocchiara, Department of Management and Marketing, Arkansas State University, State U... more ... Faye K. Cocchiara, Department of Management and Marketing, Arkansas State University, State University, Arkansas, USA. ... Second, women with advanced business degrees often end up in occupations that do not reflect their level of qualifications or experience (Simpson, 2000 ...
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