Citation

Wiß T. Soc. Policy Admn. 2017; 51(7): 1406-1430.

Affiliation

Hertie School of GovernanceBerlinGermany.

Copyright

(Copyright © 2017, John Wiley and Sons)

DOI

10.1111/spol.12270

PMID

29242672

PMCID

PMC5724702

Abstract

Although studies have examined the distribution and conditions of employer-provided work-family arrangements, we still lack a systematic investigation of how these vary for different countries and industries. Based on the European Working Conditions Survey 2010, this study examines the conditions under which firms provide family-friendly working time arrangements and what the differences are across four countries (Austria, Denmark, Italy and the UK) and four industries. The impact of employee representatives, employee involvement, manager support and female managers varies across countries and industries because of the institutional environment (prevailing family model, industrial relations) and workforce composition (gender). The impact of employee representatives depends on their co-determination rights, and the direction of their effect on the prevailing family model (e.g. negative in conservative countries such as Austria) and the gender composition of the workforce (negative in male-dominated production, but positive in services). Employee involvement in the work organization is significantly positive in Austria and Denmark (both with co-operative industrial relations), while manager support has the strongest effect in the UK (liberal regime). At the industry level, female supervisors are positively associated with family-friendly working time arrangements only in the male-dominated production industry. These findings suggest that the effects of agency variables and their direction vary depending on the institutional context.

Language: en

Keywords

Family policy; Industrial relations; Working time; Work–life balance