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An analysis of equity perception rel...

Johnson, Roxanna.

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An analysis of equity perception related to family-friendly work-life balance of female employees without dependents.

Record Type:	Language materials, printed : Monograph/item
Title/Author:	An analysis of equity perception related to family-friendly work-life balance of female employees without dependents./
Author:	Johnson, Roxanna.
Description:	123 p.
Notes:	Adviser: Deborah Vogele-Welch.
Contained By:	Dissertation Abstracts International69-01B.
Subject:	Psychology, Industrial. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3296717
ISBN:	9780549410638

An analysis of equity perception related to family-friendly work-life balance of female employees without dependents.
Johnson, Roxanna.

An analysis of equity perception related to family-friendly work-life balance of female employees without dependents. - 123 p.

Adviser: Deborah Vogele-Welch.

Thesis (Ph.D.)--Capella University, 2008.

Companies have initiated family-friendly work-life balance programs to improve retention, recruitment, job satisfaction, and productivity, and to reduce absenteeism and stress of employees with dependents. Using a sequential, explanatory, mixed-method design, this research examined differences in the perceptions of equity related to family-friendly work-life balance programs of female employees with versus without dependents. Quantitative data were collected using 20 Likert-scaled online survey questions and analyzed using a one-way Multiple Analysis of Variance (MANOVA). Qualitative data identified themes important to the participants. The most notable findings of this research are: (a) the statistically significant results related to distributive and procedural justice suggest that participants without dependents perceive the distribution, and the processes used to determine the distribution, of family-friendly work-life balance programs as unfair, and (b) the lack of equity in the distribution of work-life balance programs as reported by respondents in the qualitative section, which further supports the significant results for distributive justice in the quantitative section. Results of this study suggest that developing work-life balance programs that are more equitable for all employees will increase perceptions of organization justice, thereby increasing perceptions of value to the organization for employees without dependents. Industrial/Organizational psychologists who work for, or with, organizations and others in leadership positions may want to more closely attend to the equity of work-life balance programs. Ideas are provided based on suggestions participants gave for making work-life balance programs more equal for all employees.

ISBN: 9780549410638Subjects--Topical Terms:

520063
Psychology, Industrial.

An analysis of equity perception related to family-friendly work-life balance of female employees without dependents.
LDR:02838nam 2200325 a 45 001 956188
005 20110623
008 110624s2008 ||||||||||||||||| ||eng d
020 $a 9780549410638
035 $a (UMI)AAI3296717
035 $a AAI3296717
040 $a UMI $c UMI
100 1 $a Johnson, Roxanna. $3 1279634
245 1 3 $a An analysis of equity perception related to family-friendly work-life balance of female employees without dependents.
300 $a 123 p.
500 $a Adviser: Deborah Vogele-Welch.
500 $a Source: Dissertation Abstracts International, Volume: 69-01, Section: B, page: 0724.
502 $a Thesis (Ph.D.)--Capella University, 2008.
520 $a Companies have initiated family-friendly work-life balance programs to improve retention, recruitment, job satisfaction, and productivity, and to reduce absenteeism and stress of employees with dependents. Using a sequential, explanatory, mixed-method design, this research examined differences in the perceptions of equity related to family-friendly work-life balance programs of female employees with versus without dependents. Quantitative data were collected using 20 Likert-scaled online survey questions and analyzed using a one-way Multiple Analysis of Variance (MANOVA). Qualitative data identified themes important to the participants. The most notable findings of this research are: (a) the statistically significant results related to distributive and procedural justice suggest that participants without dependents perceive the distribution, and the processes used to determine the distribution, of family-friendly work-life balance programs as unfair, and (b) the lack of equity in the distribution of work-life balance programs as reported by respondents in the qualitative section, which further supports the significant results for distributive justice in the quantitative section. Results of this study suggest that developing work-life balance programs that are more equitable for all employees will increase perceptions of organization justice, thereby increasing perceptions of value to the organization for employees without dependents. Industrial/Organizational psychologists who work for, or with, organizations and others in leadership positions may want to more closely attend to the equity of work-life balance programs. Ideas are provided based on suggestions participants gave for making work-life balance programs more equal for all employees.
590 $a School code: 1351.
650 4 $a Psychology, Industrial. $3 520063
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
650 4 $a Sociology, Organizational. $3 1018023
650 4 $a Women's Studies. $3 1017481
690 $a 0453
690 $a 0624
690 $a 0629
690 $a 0703
710 2 $a Capella University. $b School of Psychology. $3 1018418
773 0 $t Dissertation Abstracts International $g 69-01B.
790 $a 1351
790 1 0 $a Cree, Lisa $e committee member
790 1 0 $a Vogele-Welch, Deborah, $e advisor
790 1 0 $a Wolskee, Patricia $e committee member
791 $a Ph.D.
792 $a 2008
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3296717