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PurposeThe objective of the study is to identify the themes of "family friendly practices" and to perform a literature review. The research aims to identify the emerging trends in the area of "family friendly practices" by carrying out an exhaustive literature review.Design/methodology/approachThe study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.FindingsThe author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women's employment.Originality/valueThe study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.

Many studies have examined the negative effects of work-family conflict on society, organizations, and individuals. Nonetheless, alleviating employee work-family conflict is a topic worthy of further investigation. Few studies examine the antecedent variables of work-family conflict from personal skill and Guanxi perspectives. Studies that test the moderating role of family-friendly practices at the organization level are also rare. Accordingly, we collected data from 404 employees of 51 organizations. The research data are time-lagged and multileveled. The results of hierarchical linear model (HLM) show: (1) Employee political skill negatively affects employee perceived work-family conflict; (2) Employee political skill positively affects supervisor-subordinate Guanxi; (3) Supervisor-subordinate Guanxi partially mediates the relationship between employee political skill and employee work-family conflict (that is, employees can use their political skill to build high-quality supervisor-subordinate Guanxi, further reducing their perceived work-family conflict); (4) Organization family-friendly practices negatively moderate the relationship between supervisor-subordinate Guanxi and work-family conflict (that is, in organizations with high level family-friendly practices, the negative relationship between supervisor-subordinate Guanxi and work-family conflict becomes weak); Furthermore, by coding with Mplus software (Muthen & Muthen, Los Angeles, CA, USA), we also find: (5) Organization family-friendly practices moderate the indirect effect of employee political skill on employee work-family conflict. The results have both theoretical and empirical implications. Further research directions are addressed at the end.

This paper posits that the provision of family friendly practices is, on balance, costly to firms and valuable to workers. As a consequence, we anticipate the emergence of a hedonic equilibrium in which workers provided with such practices face an implicit reduction in their earnings. Using WERS98 linked employer-employee data, we show that the ability to confirm this compensating wage differential depends critically on an appropriate treatment model designed to purge typical estimates of the income effect. We find that family friendly jobs may be associated with as much as a 20 percent reduction in earnings. Our estimates can be used to inform impact assessments of new UK legislation extending family friendly practices.

The emphasis in recent research on family-friendly practices has been on the determinants of their use rather than on the nature of this usage. Yet within the institutional-based organisational adaptation perspective, adopted in recent research, the existence of a family-friendly management cannot be automatically assumed from the use of certain practices. This article explores through latent trait analysis whether there is any pattern to the use of family-friendly practices, and then, having found there is, uses regression analysis to assess the determinants of family-friendly management.

This volume discusses why faculty and administrators of academe should care about implementing family-friendly policies and practices, as well as how faculty and administrators can advocate for policy changes. Faculty and administrators can benefit from these case studies' guidance on how to create family-friendly campuses at their institutions.

In this article, we extend empirical understandings of feminist institutionalism by outlining a new methodological approach to the study of parliament as a gendered workplace. We argue that while a localised approach to studying institutional change allows a more nuanced appreciation of the role of local cultural context, internationalised norms can be an interesting starting point to work back from. A case study of the New Zealand parliament's 'family-friendly' workplace practices illustrates this methodological approach. By tracing the establishment of family-friendly practices in this parliament, our study shines a light on the intractable nature of local institutional context in global norm diffusion and hints at the next phase of work required to further the agenda of transformational gender-sensitive parliaments.

Family-friendly (FF) working practices in political institutions have attracted scant attention from scholars, arguably reflecting the scarcity of their implementation. Using a survey of legislators and qualitative interviews, we examine for the first time how satisfied elected members of two new legislatures (the Welsh Assembly and the Scottish Parliament) are with FF working practices. We offer four possible explanations—parenthood, age of the legislator, sex, and the distance between the legislator's constituency and the legislature—for the variation in satisfaction. Our findings suggest that being a woman and having a greater distance between legislature and constituency exerted significant negative effects on legislators' satisfaction with FF working practices. In contrast, legislators over age 60 were significantly more likely to be satisfied with FF working practices in the new legislatures. We conclude by outlining future research avenues for comparative scholars of gender and politics interested in the effectiveness and resilience of FF working practices, in particular highlighting the importance of looking beyond the parent–child caring relationship to other caring and domestic obligations.

Family-friendly (FF) working practices in political institutions have attracted scant attention from scholars, arguably reflecting the scarcity of their implementation. Using a survey of legislators and qualitative interviews, we examine for the first time how satisfied elected members of two new legislatures (the Welsh Assembly and the Scottish Parliament) are with FF working practices. We offer four possible explanations—parenthood, age of the legislator, sex, and the distance between the legislator's constituency and the legislature—for the variation in satisfaction. Our findings suggest that being a woman and having a greater distance between legislature and constituency exerted significant negative effects on legislators' satisfaction with FF working practices. In contrast, legislators over age 60 were significantly more likely to be satisfied with FF working practices in the new legislatures. We conclude by outlining future research avenues for comparative scholars of gender and politics interested in the effectiveness and resilience of FF working practices, in particular highlighting the importance of looking beyond the parent–child caring relationship to other caring and domestic obligations.

Family-friendly workplaces have been shown to yield incredible benefits including improved child development, parents with better mental health outcomes, and important strides for gender equality and equal pay. That is why I am exploring the distribution of family-friendly entitlements in Australia by assessing the policies of 4,841 Australian workplaces against an original family-friendliness metric. I will then interview workplaces to identify which factors encourage and discourage family-friendly policies. The results of these analyses will be used to propose legislative recommendations with reference to international best practice to improve the distribution and prevalence of family-friendly workplaces in Australia moving forward.

Local government human resource management practices are under pressure with changes in family structure, increas ing workforce diversity, the aging of the workforce and organizational reinvention initiatives (Bond, Galinsky & Swanberg, 1998). The goal of this research effort is to determine the prevalence of specific benefit practices in a sample of small New Jersey local governments. The strength of New Jersey local government benefit packages centers on the traditional benefits of health insurance, pension benefits and paid time-off. The effectiveness ofthe benefit package can be enhanced by allowing employees to utilize sick time for family or child emergencies. Recommendations to broaden the prevalence of work-life benefits include benefit consortiums and participation in state benefit plans.