Edited by Guðný B. Eydal and Tine Rostgaard
Work-family researchers point out the need to broaden the scope of research in order to shed light on the interactions between public policies at the country level, collective agreements at the industry level, and workplace policies and practices at the organizational level. Policies and practices in organizations and collective agreements at the industry and organizational level can supplement and restrict existing statutory family policies. Moreover, it is in the context of the workplace that policies play out and affect work-family experiences. This chapter by den Dulk, Yerkes and Peper reviews research on the adoption and management of work-family policies in organizations and collective bargaining. Recent research on the adoption of workplace policies suggests a positive relationship exists between state and workplace policies, although differences between organizations remain. There is a need for longitudinal data and more research on the role of collective bargaining. Managers play a crucial role in the translation of policies into entitlements and practices in the workplace. Research to date suggests that although the organizational context is the most important layer of context in understanding the way work-family policies are implemented, the management of work-family policies is also shaped by the broader national and global context.
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