Karen Korabik & Donna S. Lero HR Policies to Enhance Work-Family Balance: Fostering Organizational Sustainability in Global Context Karen Korabik & Donna S. Lero Centre for Families, Work & Well-Being University of Guelph Zeynep Aycan Koç University Anne Bardoel Monash University *With thanks to Tricia van Rhijn

Project 3535 Team Members Zeynep Aycan,* Koç University, Turkey Roya Ayman, Illinois Institute of Technology, USA Anne Bardoel, Monash University, Australia Tripti Pande Desai, New Delhi Institute of Management, India Anat Drach-Zahavy, University of Haifa, Israel Leslie Hammer, Portland State University, USA Ting-Pang Huang, Soochow University, Taiwan Karen Korabik, University of Guelph, Canada Donna S. Lero, University of Guelph, Canada Artiwati Mawardi, University of Surabaya, Indonesia Steven Poelmans, Spain Ujvala Rajadhyaksha, St. Mary’s University-USA, India Anit Somech, University of Haifa, Israel Zhang Li, Harbin Institute of Technology, China . Names appear in alphabetical order * indicates the Project Coordinator. 2 2

Introduction “Sustainable organizations require a workforce in which employees are given opportunities to continuously develop and renew their knowledge and enhance employability, well-being, and energy to thrive on and off the job over their careers.” Kossek & Berg, 2012 Well-designed HRM policies and programs, together with a positive workplace culture can improve both employee outcomes and organizations’ ROI. Here we focus particularly on family-friendly policies and practices that can reduce stress and enhance psychological resources for productive work FF HR initiatives have been shown to have a + impact on many sustainability indicators, including Enhanced org commitment, job satisfaction, performance and productivity, as well as decreased stress.

Study Purposes To examine cross-national differences in employees’ use of and satisfaction with HRM policies that can help integrate work and family and promote health and well-being Determine whether satisfaction with FF organizational policies are related to sustainability indicators (ITO and Life Sat) Consider the extent to which there are gender differences in policy use, satisfaction and relationship to ITO and Life Sat.

Survey Methodology Translation & back-translation Pilot testing Paper & pencil or on-line Employees with spouse/partner & dependent child <21 living at home

Measures Examined 9 organizational policies flextime reduced work schedule telecommuting (work from home with supervisor permission) emergency absence (leave work with supervisor permission) maternity/parental leave (beyond legislation with job guarantee) leave to care for sick family members (unpaid with job guarantee) childcare facilities (employer provides day care or subsidies) provision of health insurance (for employee and dependents) health facilities (available on site)

Ratings of Policies Users rated how helpful each policy was for improving their W-F balance Non-users (and those to whom policy was not available) rated how helpful each policy would have been for improving their W-F balance Overall satisfaction with organizational and government family-friendly policies Helpfulness Scales: 1 = not at all helpful to 5 = extremely helpful Satisfaction Scales: 1= very dissatisfied to 5 = very satisfied

Sustainability Measures Work-family conflict: time- and strain-based WIF & FIW (Carlson, Kacmar & Williams, 2000) W-F positive spillover: WTF & FTW* (Grzywacz & Marks, 2000) Turnover intent (Camman, Firchman, Jenkins & Klesh, 1979) + 1 item from research team Life satisfaction (Diener, Emmons, Larsen & Griffin, 1985) Positive spillover scale: 1= never to 5 = always; 2 items omitted due to lack of measurement equivalence Other scales: 1 = strongly disagree to 6 = strongly agree 8

Sample Demographics Country N % men % manager Age (mean) # children (mean) Tenure Australia 200 41 47 40.37 2.07 8.36 Canada 315 62 50 39.90 2.00 10.08 China 240 48 49 39.24 1.02 18.79 India 561 36 37.30 1.62 10.13 Indonesia 306 44 58 37.66 1.92 11.79 Israel 229 38.14 2.88 11.18 Spain 150 60 38.44 1.98 11.13 Taiwan 281 28 38 38.74 1.72 8.08 Turkey 325 51 38.15 1.71 7.22 USA 223 25 46 42.86 2.22 12.23 Total 2830 45 40 38.81 1.87 10.55

Frequency of Policy Use by Country Policy use varies by country – Use reflects availability, awareness, need, perceived benefit, support for use Most widely used workplace practices were permission to leave work in a personal or fam emergency, health insurance, and flexible scheduling. Other FF workplace practices used least often by ees in Turkey, Spain and Taiwan, most often in China, India and Israel AU has missing data on the following policies: telecommuting, childcare and health insurance

Frequency of Policy Use by Country

Frequency of Policy Use by Country

Mean User Ratings of Policy Helpfulness by Country Flextime: AU, US, Spain & Turkey > India, Indonesia, Israel, & China Reduced work schedule: AU, US, Spain & Turkey > India, Indonesia, Israel & China Telecommuting: Spain, Turkey, US & Taiwan > Israel & China Flextime: Women > men did except in India, Indonesia, China, & Taiwan where men > women Reduced work schedule: Women > men except in India and Taiwan Telecommuting: women > men

Mean User Ratings of Policy Helpfulness by Country Emergency Absence: AU, Canada, US, Spain & Turkey, > India, Israel & China Parental leave: AU & Turkey > others; India & China > others Leave to Care: AU & Turkey > India, Indonesia & China Emergency Absence: women > men Parental leave: women > men except in Taiwan Leave to Care: ns effect for gender

Mean User Ratings of Policy Helpfulness by Country Childcare: Turkey, Taiwan, the US & Indonesia > Canada & Spain Health Insurance: Turkey, Canada, US & Indonesia > India, China & Israel Health Facilities: Indonesia, US, Taiwan & Turkey > AU, Canada, India, and Israel Childcare: Women > men except in China, Taiwan, & Turkey, where men > women. Health Insurance: ns Health Facilities: women> men

Mean Non-user Ratings of Policy Helpfulness by Country Flextime: AU, US, Spain & Turkey > India, Indonesia, Israel, Taiwan, & China Reduced work schedule: Spain & Turkey > AU, Canada & US > India, Indonesia, Israel, Taiwan, & China Telecommuting: Canada, Spain & US > Israel, Indonesia, & India Flextime: Women > men Reduced work schedule: Women > men Telecommuting: women > men

Mean Non-user Ratings of Policy Helpfulness by Country Emergency Absence: AU, US, Spain & Turkey, > India, Indonesia, Israel, Taiwan & China Parental leave: AU, US, Spain, Taiwan & Turkey > India, Indonesia, Israel & China Leave to Care: AU, US, Spain & Turkey > India, Indonesia, Israel & China Emergency Absence: women > men Parental leave: women > men except in China Leave to Care: women > men

Mean Non-user Ratings of Policy Helpfulness by Country Childcare: Turkey, Spain & US > Canada, Israel & Taiwan > India, Indonesia & China Health Insurance: Turkey & US > other countries Health Facilities: AU, Indonesia & Turkey > Canada, India & Israel Childcare: women > men Health Insurance: ns Health Facilities: women> men

Satisfaction with Overall Organizational & Government Policies by Country organizational policies: AU, India & US > Canada, Indonesia, Israel & Turkey > Spain, Taiwan & China government policies: India > AU, Canada, Indonesia & US > Israel, Taiwan, Turkey & China > Spain organizational policies: women > men except in India, China &Taiwan where men > women no significant gender difference for government policies

W-F Conflict & Positive Spillover by Country WIF > FIW in all countries WIF: Canada, Spain, India, & US > China, Taiwan, Israel, & Turkey > Indonesia FIW: Indonesia > all others WTF < FTW in all countries WTF: India & Indonesia > all others FTW: India, Indonesia, Spain & Turkey > AU, Canada, Israel, US, Taiwan & China WIF: Men > women except in India, Taiwan & Turkey where women > men FIW: women > men except in Australia, US & China where men > women. Women > men for both WTF and FTW except in China, Spain & Indonesia where men > women in WTF

Mean Turnover Intent and Life Satisfaction by Country TI: AU, Canada, India, Taiwan & China > Spain & Turkey TI: men> women Life sat: Taiwan & China < all others

Correlations between Satisfaction with Organizational Policies & Sustainability Variables by Country & Gender Country (n) WIF FIW WTF FTW TI LS Australia (79 men) (116 women) -.43** -.42** -.06 -.08 .07 .29** .15 .34** -.37** -.29** .17 .32** Canada (186 men) (115 women) -.38** -.47** -.03 -.20* .27** .20* .22** .04 -.39** -.32** .42** China (103 men) (117 women) -.14 -.15 .02 .27* .11 .26* .05 -.22* .29* .18 India (262 men) (282 women) .06 .03 -.12 -.09 -.002 -.21** -.23** .15* Indonesia (135 men) (171 women) -.21* -.22** -.07 -.17* .08 .13 .10 -.19* .30** Israel (111 men) (113 women) -.24* -.04 -.05 .09 -.34** .33** Spain (60 men) (74 women) -.33* .25* .19 -.30* -.36* .25 .22 Taiwan (76 men) (195 women) .004 -.19** .21** -.01 .25** Turkey (164 men) (161 women) -.25** -.16* .24** .31** .16* .14 -.02 USA (47 men) (159 women) -.53** -.19 .27 .28 -.45** -.35** .57** .21* greater satisfaction with org. policies was associated with: 1) lower WIF for both genders in AU, Canada, Indonesia & US and for men in Israel & women in Spain & Turkey 2) higher WTF positive spillover for both genders in Canada & Turkey and for men in China and women in AU, Israel, Taiwan & US. 3) lower turnover intent for both genders in every country except Turkey. 4) higher life sat. for both genders in Canada, Indonesia, Israel, Turkey & US and for men in China & India and women in AU & Taiwan. * P<.05; ** p<.01; WTF = work to family & FTW = family to work positive spillover; TI = turnover intent; LS = life satisfaction

Correlations between Satisfaction with Government Policies & Sustainability Variables by Country & Gender Country (n) WIF FIW WTF FTW TI LS Australia (79 men) (116 women) -.18 -.21* -.25* -.11 .07 -.10 .03 -.004 -.08 -.23* .39** .04 Canada (186 men) (115 women) -.15* -.15 -.06 -.19* .27** .05 .21** -.16* -.05 .24** China (103 men) (117 women) -.13 .14 .23** .29** .13 .31** .35** India (262 men) (282 women) -.04 .18* -.21** -.28** -.01 .14* .13* Indonesia (135 men) (171 women) -,21* -.12 -,10 .10 .02 -.24* Israel (111 men) (113 women) -.03 .09 .08 .18 .23* .20* -.35** -.27** .16 .24* Spain (60 men) (74 women) -,35* -.14 .27* .17 Taiwan (76 men) (195 women) -.07 .002 .01 -.09 -.26 .16* .11 Turkey (164 men) (161 women) -.20** .22** USA (47 men) (159 women) -.38* -.18* .23 -.02 .25 -.44** .32* Greater satisfaction with government policies was significantly associated with: 1) higher life sat. for both genders in Canada, China, India, & Indonesia and for men in AU & US and women in Israel. * P<.05; ** p<.01; WTF = work to family & FTW = family to work positive spillover; TI = turnover intent; LS = life satisfaction

Discussion There was significant variability due to country in: policy use policy helpfulness ratings of users & non-users policy satisfaction and Sustainability indicators Satisfaction with Org policies is related to less WIF in many instances, and with lower intent to turn over in almost all countries. Women, in particular, perceive FF policies to be helpful and desirable and are more satisfied with Org policies that promote WFB and well-being.

Conclusions WIF>FIW and WTF<FTW implies that work has a more detrimental impact on families than families do on work Organizations need to do more if they wish to be sustainable, especially to address skill shortages and retain valued workers By providing W-F policies that employees are satisfied with, organizations can alleviate conflict between work and family life, foster WTF positive spillover, decrease turnover intent, and enhance life satisfaction -- building both human and psychological capital – essential for sustainability.