Supporting family-friendly work practices : cultural possibilities and limitations

This is an human resource management (HRM) thesis which investigates a critical diversity management topic. Existing literature shows that the availability of family-friendly work practices (FFWPs) does not guarantee their usage often resulting in the inability to attain a suitable work and family balance. This issue is of rising importance due to the increasing numbers of parents in the workforce. The role played by family-friendly work culture (FFWC) in explaining the reluctance of employees to access family-friendly work practices (FFWPs) was investigated. This research problem is significant because it was found that only a few studies have highlighted the importance of FFWC. This indicated the gap in the current state of knowledge. McDonald, Brown and Bradley’s FFWC measure was utilised to confirm and develop the FFWC concept. A critical stance is taken to question whether culture has all the answers when investigating FFWPs. Therefore, the role played by job characteristics and the style of human resource management (HRM) is also investigated utilising the human resource architecture model and the soft and hard HRM model. This involves an assessment of the utility of these models for theory and practice. The research questions prompted the use of a qualitative methodological approach. Preliminary interviews and case studies were an ideal choice of research methods based on the nature of FFWC being considered a medium and outcome of social practice. Being able to be present at the organisations as much as possible was an advantage in gaining insights into organisational members’ values, perceptions, feelings and thoughts. This enabled an understanding of the personal experiences of individuals regarding FFWPs. Phase one consisted of 16 pilot interviews at 16 organisations. These were conducted during 2007. The analysis from these interviews informed the second phase, the case studies. Data collection for phase two was conducted from 2010 to 2012 and consisted of documentary analysis and interviews. The case studies were based at two large private sector and two large public sector organisations located in Sydney. Five female and five male participants at each organisation from various job categories were selected. The findings confirmed McDonald, Brown and Bradley’s FFWC framework. Five new FFWC aspects relating to the existing five FFWC dimensions advance understanding of those dimensions. There are also four new FFWC dimensions revealed which extend the existing FFWC framework to nine dimensions. This enhanced FFWC framework helps to explain why employees often feel discouraged to use FFWPs. However, job characteristics were also found to play a part, although this varied between the private and public sector case study organisations. Type of HRM was also found to be an influence. Organisations employed a mix of soft and hard HRM which coincided with uneven usage of FFWPs. This finding supported the heterogeneity argument concerning HRM in practice. The revised theoretical model for studying FFWPs in this thesis integrates three bodies of theory together in an innovative fashion: FFWC, soft and hard HRM and human resource architecture theories. Empirical evidence from this thesis confirms that the revised theoretical model for studying FFWPs is useful for explaining the interplay between the institutional environment, participant characteristics, type of organisation, job characteristics, FFWC, style of HRM the availability and usage of FFWPs, and employee work and family balance. This is a significant original contribution to the study of FFWPs in the future. All in all, this thesis indicates that organisations need to investigate the lived experience of individuals to truly understand the difference between the rhetoric and reality of organisational life concerning FFWPs. This is because to examine policy alone is not enough