Paths towards Family-friendly Working Time Arrangements: Comparing Workplaces in Different Countries and Industries.

Tobias Wiß

doi:10.1111/spol.12270

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.

Highlights

In line with the social investment paradigm (Esping-Andersen et al 2002; Morel et al 2012), family policy addresses the reconciliation of work and family life
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
Employee involvement in the work organization is significantly positive in Austria and Denmark, while manager support has the strongest effect in the UK

Summary

Introduction

In line with the social investment paradigm (Esping-Andersen et al 2002; Morel et al 2012), family policy addresses the reconciliation of work and family life. As a forerunner in family-friendly employment policies, Denmark represents a solidaristic gender equity regime that supports the dual earner model with more employeefriendly working time arrangements (Chung and Tijdens 2013; Figart and Mutari 2000) Liberal countries such as the UK are characterized by market-based coordination mechanisms with weak trade unions, low collective bargaining levels and employee representatives with limited rights. Public support for the dual earner model is moderate because of financial constraints (Mischke 2011), and the levels of gender equity and working time flexibility for both employers and employees are low (Chung and Tijdens 2013; Figart and Mutari 20 00 ) These structural differences, together with disparities in the level of the historical development of family-friendly policies (with Denmark as a forerunner and Italy and Austria as laggards), have implications for both the scope and some conditions of firm-provided family-friendly working time arrangements. Net income (earnings from the main job) is measured with four categories constructed separately for each country and industry to account for differences in prices and purchasing power

Method

Findings

Conclusion