Abstract
Although significant changes at the social, demographic, technological and workforce levelshave transformed the relationship between family and work, these changes have notbeen reflected in the employment practices of many construction companies. Many of thejob and organisational factors found to be negatively associated with family functioning arepertinent to construction professionals. Staff are expected to work long hours in demandingroles and this, combined with job insecurity and frequent relocation, means that familylife and individual well-being can be compromised. A growing body of research has foundthat the implementation of family-friendly work policies and practices can lead to greaterproductivity, lower attrition rates and higher morale in the workplace. In addition providinga work environment that is supportive of workers' family roles can help to alleviate workrelatedmental health problems.This paper outlines the changing demographic trends and societal attitudes that are makingindividuals and organisations question current work cultures and structures. Optionsfor making the construction industry a more family-friendly work environment are considered.All professionals, regardless of their age, gender and family responsibilities, canbenefit from these initiatives. The paper concludes by discussing the implications of theseissues for construction companies and future research work.
Highlights
Kanter (1977) suggests that the fate of both men and women is inextricably bound up with workplace structures and processes
This convergence has substantially changed the profile of the Australian workforce, with many more employees fulfilling family responsibilities in addition to working
The relationship between family life and work has dramatically altered over the past sixty years, these changes have not been reflected in the work patterns of professionals in the construction industry
Summary
Kanter (1977) suggests that the fate of both men and women is inextricably bound up with workplace structures and processes. Construction industry professionals are responsible for the delivery of projects that could cost lives or their company's reputation should the requisite quality, planned budget or specified completion date not be met. Negative work experiences, such as stress, are associated with marital and family dysfunction (Barling, 1990). Continuity of employment is dependent upon successful tendering for new projects in a highly competitive environment In this context, employees may feel concerned about their long-term job security or may be required to relocate frequently in order to remain in employment. Some suggestions as to how the construction industry could begin to tackle these issues are provided and the paper concludes that construction companies need to change in order to recruit and retain an effective and motivated work force in the future
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