Abstract
Institutional theory and resource based view suggest different mechanisms and organizational outcomes associated with work-life programs. The current study combines divergent arguments by examining the interactive effects of work-life programs and organizational demographic composition on different types of organizational outcomes. Our analysis of a longitudinal dataset of Japanese public companies shows that work-life programs, in combination with a high percentage of women, are negatively associated with turnover and positively associated with return on equity (ROE). We also find that work-life programs are positively associated with productivity in companies with a high percentage of workers with disabilities. The findings extend the existing understanding of institutional theory, resource based view, and work-life programs.
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