Running head: INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
Integrating Work and Family at C&S Wholesale Grocers
Institution Affiliation
Name
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INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
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Contents
Introduction ....................................................................................Error! Bookmark not defined.
Overview ....................................................................................Error! Bookmark not defined.
Literature Review...........................................................................Error! Bookmark not defined.
Work-family integration overview .............................................Error! Bookmark not defined.
Future Research Trends ..............................................................Error! Bookmark not defined.
Assessing Work-Life Balance Practices Return on Investment .Error! Bookmark not defined.
Research question ..........................................................................Error! Bookmark not defined.
Data collection strategy..................................................................Error! Bookmark not defined.
Participants .................................................................................Error! Bookmark not defined.
Procedures ..................................................................................Error! Bookmark not defined.
Measures.....................................................................................Error! Bookmark not defined.
Work–family conflict .................................................................Error! Bookmark not defined.
Supervisor support......................................................................Error! Bookmark not defined.
Benefit availability and use. .......................................................Error! Bookmark not defined.
Job satisfaction ...........................................................................Error! Bookmark not defined.
Organizational commitment .......................................................Error! Bookmark not defined.
Intent to turnover ........................................................................Error! Bookmark not defined.
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
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Control Variables .......................................................................Error! Bookmark not defined.
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
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Introduction
C&S Wholesale Grocers is located in Keene, New Hampshire, and it is the largest
American wholesale distributors of grocery and food store and a supply chain innovation leading
industry. It was established in 1918 as an independent grocery stores supplier. However,
currently, it services clients of all sizes, supplying in chain stores, independent supermarkets,
institutions, and military bases with more than 140,000 different produce (DeLong, Mody &
Ager, 2003). In this study, the focus is on how the integration of work and family is taken into
consideration within the operations of the company.
Overview
Integrating family life and work challenges are part of the day to day reality for most of
the families that are working. Whereas the particulars might differ regarding stage in life,
occupation, or income, the challenges cut through all levels of socioeconomic and are
experienced directly by both men and women. As families spend extra hours in the job to get
extra pay for their labor force, challenges have increased, bringing extensive recognition that
strategies are needed to adjust to the realities changes of today’s work and families.
Nevertheless, picking up a kid from school because she or he is sick, taking your
grandparent to a medical appointment, or taking care of somebody you love and has a disability
are part of family life. Generally, individuals can discover approaches to adjust their work and
family obligations. Though sometimes, once in a while the idea of providing care makes this
troublesome. Human rights law restricts segregation in light of the ground of family status.
The courts have confirmed that family status protection reaches out to an individual's
family providing care duties. This implies that, when a worker must watch over a member of the
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
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family, employees have a legitimate commitment to oblige that worker. This is best
accomplished through adaptable work schedule that enables the worker to take care of family
member and keep on doing their work.
For accommodation, workers have to show all other sensible options for caregiving have
been exhausted. Workers should likewise show that there is a commitment to give care to an
individual from their family—and the individual decision isn't enough. For instance, leaving
work to go to your kid's soccer match would be viewed as an individual decision. Leaving work
to take a sick kid to the hospital when no other guardian is accessible would be viewed as a
responsibility. The arrangement of accommodation they need not be perfect. Be that as it may,
the worker, the business, and union and additionally representative agents of employees must
come together and find sensible and reasonable solutions.
In any case, most employees today, irrespective of whether male or female, have family
obligations, and most employees who are married irrespective of whether male or female, have a
partner who is employed. On the contrary, job occupations are planned as though employees
have no family obligations. The culture and organization of paid work, community
organizations, and domestic care work remain to be base on the breadwinner-homemaker
mechanism. Along these lines, medical services employment, schools and numerous different
elements of contemporary life work on the supposition that somebody (a wife) is accessible
during a normal working day to take care of the kids on snow days, after school or at
summertime, or to take a member of the family to see a medical practitioner or to get
refrigerator. Furthermore, the sisters, moms, grandmas, neighbors, and friends that working
ladies (single or married mothers) depended on previously are working and, on account of
relatives, they live in another city.
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
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The new worldwide economy, with its emphasis on every minute of everyday
accessibility and long work hours, just worsens the issues created by the lag in the association of
paid work, as though laborers were without individual interests or concerns of domestic care
(Aryee, Srinivas & Tan, 2005). The issues this mismatch brings to the economy and working
families won't leave, and also will never be solved if each of the main association that have an
obligation of attending to them proceed with their present method of working independently, on
sometimes conflicting paths and other times parallel paths. Nor will we come back to the
admired picture of work and family life of the past. Less than one-fourth of most families
embrace tradition division of labor where a man gives financial help and the wife takes care of
family and community duties. However, this study aims at determining how C& S Wholesale
Grocers accommodate family responsibilities.
Literature Review
Work-family integration overview
Even though literature about work-family does not have a general comprehensive theory
to direct research, a few theoretical methodologies exist that propose the significance of a
family- supportive working environment. A standout amongst the most prevalent hypothetical
points of view to family and work is the one in role theory. It predicts that numerous roles of life
cause inter-role strife as people encounter trouble performing every role effectively due to
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
7
demands that are conflicting (Voydanoff, 2005). The role of Work-family strain is the
consequence of the consolidated impact of demands and dealing with resources got from family,
individual and other sources that are work-related.
As indicated by the theory, while the aggregate demands of numerous role can bring
about role strain, accessible resources might reduce or prevent role strain by empowering people
to adapt to these demands. Lately, Grzywacz, Almeida, and McDonald, (2002) recommended
that the model of Conservation of Resources (COR) may provide a theoretical manual for
comprehension of the literature of work– family. The model was created on the premise of a few
stress theory and suggests that people are motivated to maintain and procure resources. In
accordance with both of these theoretical views, it appears to be sensible to see a familysupportive workplace as a coping resource for people to manage adjusting nonwork and work
roles. Family supportive advantages, supervisors and the general workplace should fill in as
worker resources.
However, Voydanoff, (2005) defined two family supportive components of the work
environment: family-supportive supervisors and policies. Policies that are family accommodating
are services, for example, child-care and flextime that assist in making everyday family
responsibility management easier. The supervisor who is family-supportive is the one who is
thoughtful to the worker's want to look for balance amongst family and work who takes part in
efforts to enable the worker to accommodate his or her family and work obligations. Aryee,
Srinivas, and Tan (2005) illustrated a dimension of the family-accommodating culture alluded to
as managerial support that comprised both particular administration behaviors and organization
general perceptions.
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
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Nevertheless, Even if the worldwide economy has experienced a noteworthy economic
and financial crisis, with another debilitating in GDP development since late 2010, work-family
adjustment remains a focal issue for employers and employed parents (Grzywacz, Almeida &
McDonald, 2002). Pressures from an inexorably competitive workplace are resulting to priorities
that are conflicting for governments and employers causing extensive worries for employees
endeavoring to "juggle" family obligations with work. In some European nations, money related
strains have prompted cuts in existing postponement or policies and cancellations to already
declared changes (Gröpel and Kuhl, 2009). While in other regions of the world that are less
economically stressed, paid policies for parental leave are being presented for the first time
Regardless of the worldwide monetary downturn, work-family adjust keeps on being of
extraordinary significance for communities in light of the fact that in an ever-increasing number
of nations women labor, there is an expansion in participation. Retaining and finding sufficient
work to economically provide, and in addition having sufficient time to watch over the old,
young and defenseless individuals from family groups is challenging for contemporary parents.
The pressure is accelerated for parents bringing up kids alone after widowhood or
separation, a developing family form in developed and developing nations (Voydanoff, 2005).
For those working, the work force has expanded, because of new information technology
advancements in combination with the related quickening pace of production and
communication techniques.
Despite the fact that the usage of family-accommodating advantages can enable workers
to manage various work and family obligations, the accessibility of these advantages alone does
not address essential parts of the organization that can restrain workers from effectively adjusting
family and career. For instance, family amicable programs frequently don't influence
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
9
organization values and norms that deter workers from utilizing benefits, for example, the
absence of informal help from supervisors (Clark, 2000). In a similar manner, people who make
use of these choices, and in this way noticeably show interest individual and family life, might
face pessimistic judgments with respect to their absence organization commitment. Voydanoff,
(2005), oppose that providing family-accommodating benefits does not go far enough to address
workers concerns except if these benefits provided are additionally accompanied organization
values with respect to the suitable interaction amongst family life and work.
Moreover, Shanafelt et. al (2015), contend the organization environment is essential to
the accomplishment of policy implementation. Undoubtedly, inside the United States, some
reports keep on suggesting that, family-accommodating benefits utilization isn't excitedly
embraced by line administration and that workers worry that exploiting these benefits will
imperil their career (Grzywacz, Almeida & McDonald, 2002). In entirety, in spite of the efforts
of the company to obtain a competitive advantage and help workers by providing familyaccommodating benefits, workers as often as possible don't trust that the company's environment
changes to encourage these efforts. Regularly workers view that the firm encourages employees
to commit themselves to their work to the detriment of other life areas (Gröpel, & Kuhl 2009).
This is a serious point, as the execution of family-accommodating benefits might not have the
impact expected if workers don't view environment of the company as affable to their efforts to
look for a balance between their family life and work.
Notwithstanding the affirmation that the working environment condition is critical for
individual life and work balancing by Voydanoff, (2005), Shockingly minimal empirical
research has been done on determining worker perception with respect to the degree that a
workplace is a family accommodating. Most researchers have determined the direct connection
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
10
between the accessibility of benefits that are a family with results of interest, for example,
employment satisfaction, and commitment of the organization. A few outstanding exceptions
have of late showed up in literature. Clark, (2000) resented that family accommodating
workplaces were made out of two noteworthy parts: family accommodating policies and family
accommodating supervisors. The two components embody company effort in supporting workers
needs of family responsibilities and work. Lately, Gröpel and Kuhl, (2009) established a measure
intended to evaluate family- work, for example, the mutual suspicions, convictions, and values
with respect to the degree to which a company values and supports the integration of workers’
family lives and work.
Future Research Trends
Family life and Work have at all times been interdependent, however the rise in employment of
mothers, increased family hours at job, currently is globalizing service-intensive economy, and
the long hours working trend for some and family income which is inadequate for other people
have caused this interdependence to be more problematic as well as visible. The consequence of
all this is that both employees lives and their work and are under stress, as well as have brought
changes in ways not expected by the policies, institutions, and assumptions, that have before
molded experiences in family life and work. As the Ralph Gomery and Sloan Foundation’s
Kathleen Christensen put it, a family of two parents with three jobs and with only two
individuals to do them (Grzywacz, Almeida & McDonald, 2002). For single parents, it is even
more difficult balancing their responsibilities at home and work.
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
11
Studies on family-work balance are only prone to increment among organization
researchers. One explanation for increased interest around the world in family-work balance
currently is changing workers socioeconomics. A general pattern all over the world is a steady
yet consistent development in the labor market of women participation. Considering the United
States, for instance, which possess highest rates, studies by the Work and Families Institute
shows that 83% of both parents with kids under eighteen years have both mother and father
working at least part of this time (xxx). Another research by Cohen reports of all kids under
eighteen half of them will live with their single parent in their childhood in the United States
(Clark, 2000). Other than people with kids, family-work balance concerns influence workers at
large. For instance, study by the Work and Families Institute reports that of the total workers 1/3
of them say they need to pick between progressing in their employment and dedicating their
attention to individual lives or family lives and 33% will have managed elder parent care for the
past year (Clark, 2000).
Another explanation behind developing interest relates technological changes that have
brought about a few work environments working every minute of every day and additionally the
capacity to telecommuting and be always available to jobs and work by mobile phone and email,
and pagers when not at the workplace formally (Clark, 2000). With all-day operations, the
meaning of normal workday, as well as normal working hours, are normal in supporting family
work balance in a similar manner needs to be defined. For instance, a United States based
perspective of a nine-five Eastern Time zone of typical working hours, might not give balance to
employees where it is at night in China or India. Future studies on family work balance will
concentrate on contrasts in culturally diverse recognitions, how requirements for balance change
over the course of life, and how varying job occupations, structures of families, and group
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
12
demographics might differ in their access to, view of and results from the level of family work
balance they are managed off and on the job. Integrating individual on Multi-level research and
organizational measures and perspectives, and negative and positive measures are also likewise
prone to increase in future studies.
Assessing Work-Life Balance Practices Return on Investment
From several research employees and employers are clearly showing a keen interest in
taking part in work options that are more flexible and enabling an enhanced balance amongst
caregiving, paid work, and other responsibilities and roles (Shanafelt et. al, 2015). In various
countries Policymakers are also investigating the methods to extend access to FWAs, work
schedules that are family-friendly and family accommodating via legislation, policies, resources
and information for workers (Aryee, Srinivas, & Tan, 2005). New policies are of specific
interest, such as the ones adopted in the United Kingdom that offer workers with the right to
request for flexible working schedules or options that accommodate responsibilities of family
care. In this manner, cost-benefit analysis that is accurate of life-work balance practices and info
on how to make sure their effectiveness is important. Actually, some researchers and employers
have proposed that all that matters is urgency.
There are various reasons why companies ought to assess the ROI of life-work balance
practices. To start with, HR experts and senior officials with duty regarding managing and
executing such practices its necessary for them to know whether they are of an essential use of
resources of organization keeping in mind the end goal is to settle on choices about policy
sustainability and implementation. Second, decision-making and effective analysis require an
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
13
unmistakable comprehension of the intended aims of life-work balance practices, execution
issues attention, examination of organization values willingness and processes of supervisory
influencing take-up of employee and employer. Third, analyzing the adequacy of life-work
balance practices needs an approach which is systematic in assessing how they impact the
performance of employee, retention, attitudes, and development of career and the organizational
goals achievement, for example, quality / productivity of service, the satisfaction of the
customer, and value of shareholder.
However, the little review has been done on C& S Wholesale Grocers organization on
how it accommodates the family responsibilities in its operation, and therefore the purpose of
this paper is to carry out an investigation on this company in order to come up with the answer
on this question.
Research question
How does C& S Wholesale Grocers accommodate family responsibilities?
Data collection strategy
Participants
The total amount of participants will be 522 people working in different settings of C& S
Wholesale Grocers. The sample will comprise workers of C& S Wholesale Grocers divided into
three sections, those working at utility sector, technology sector and women’s professional
business association members present in C& S Wholesale Grocers. For the demographic
questions those that will be responding, the total sample will comprise 138 males and females
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
14
will be 382, 39.88 years will be the average age, 89.1% will be White /Caucasian, and college
degree of 4-year will be the median education. 9.32 years will be the average organizational
tenure and 4.49 years will be average job tenure. Four hundred and thirty-six people will be
living with their partners or married and four hundred and ten will have one or more kids.
Procedures
The technology sector sample will comprise of people employed in different of whitecollar jobs (for example, network systems analyst and senior sales representative). Surveys
questions will be mailed to the human resource representative in the firm, who will distribute
them to 166 workers in a particular business unit of the firm. The author will receive the
completed surveys that will be brought back through business reply envelopes that are postagepaid. Completed surveys will be used in the determination of response rate. On the utility sector,
the mailing and names of a mounting to 600 white-collar (For example, representative of
marketing) and blue-collar (for example, mechanic responsible for maintenance) workers, a
company representative will provide the researchers to them. A business post-paid reply
envelops, a cover letter, and surveys will be mailed directly to workers and completed surveys
will be brought back to the researchers directly. The 278 remaining participants in the research
will be women’s business group members working in occupations that are accounting associated.
Most respondents will be working as accountants (involving controllers, chief financial officers,
staff accountants and others.), for other job titles (for example, payroll, bookkeeper, and bursar)
will also be also represented. A mailing list for membership will be from the organization.
Surveys will be directly mailed to the 800 members business address from all regions across the
company branches. Completed surveys will be brought back to the author through business
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
15
postage-paid reply envelopes. The research will be described to respondents as a study designed
for the examination of their views concerning family life and balancing.
Measures
Twenty items in total will be generated at an initial point to determine how C& S
Wholesale Grocers accommodate family responsibilities. To make sure the validity of content is
taken care of, theory and literature family and work will be reviewed from published work of
different scholars. Items will be derived theoretically to determine perceptions of workers
concerning the extent that the environment of work accommodates family responsibilities of
workers. Research on item content specific ideas will be done from diverse articles published by
a different scholar. Items will be necessary to be reflective of people perceptions concerning
experiences and assumptions within the organization concerning family interactions and the type
of work.
The first pool of twenty items will be pilot-tested with 71 employees sample attending
classes at different universities. The pretest will be used for selecting items for the research. All
respondents will be expected to be at work for at least of 30 hours per week. The preceded of
items will contain these guidelines: “To which level are you in agreement with the given
statements symbolizing beliefs or firm philosophy (the beliefs aren’t supposed to be personal
beliefs, but that which one believes pertains to the organization philosophy).” The rating of
items will be on a response scale of 5-point varying from one will represent that one strongly
disagrees to five which will represent one strongly agrees. Scores, which are high, will indicate
perceptions that are more favorable. Additionally, on the items on how C& S Wholesale Grocers
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
16
accommodate family responsibilities, a pilot survey will comprise measures work-family
conflict, benefit availability and use, supervisor support.
Work-family conflict
It will be measured using the scale of eight-item to evaluate the integral conflict (for
example, “My working program always conflicts with the life of my family”), this scale is in
accordance with the study of Kopelman, Greenhaus, and Connolly (1983). The rating of items
will be on a response scale of 5-point varying from one representing one strongly disagrees to
five which will represent that one strong agrees. Scores which are high will indicate a greater
level of work-family conflict.
Supervisor support
In evaluating Supervisor support respondents will be required to report on how frequent
their supervisor in the preceding two months had involved in family accommodating acts, for
example, Juggled duties/ tasks to support one responsibility of his or her family. Ratings of items
will be on the scale response of 5-point varying from one representing one strongly disagrees to
five which will represent that one strong agrees. Scores which are high will indicate a greater
level of supervisor support
Benefit use and availability.
Respondents will be offered with a list of ten benefits that are family supportive normally
given by organizations. The grouping of this list will be into 2 benefits categories:
•
FWA (Flexible work arrangements), (part-time work, compressed workweek, flextime,
and telecommuting)
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
•
17
local children care which is Subsidized, on-site children caregiving center, referral
services/children caregiving information, elder care, paid paternity leave, DCS
(Dependent care supports) and paid maternity leave.
Respondents will be given a list with benefits and requested to put a checkmark in every
benefit given by their firm and another checkmark in every benefit given by the firm that they
are singing at the present time or had been using previously. Benefits that will be unavailable or
will not be used will be coded as 0 and the available benefits used will be coded as 1.
Availability total benefits score will be computed through the summation of the number of
checked benefits by the respondents for the scores that are high to indicate a larger number of
available benefits. The repetition of same procedure will be done to compute an overall used
benefits score. In addition, availability and usage score of the benefit of the 2 benefits sets will
be computed.
Job satisfaction
The measurement of satisfaction of Job will be done using the 3-item scale of overall
Satisfaction of Job obtained from Michigan Organizational Assessment Questionnaire (For
example, “Generally speaking, I am contented with my work”) (Cammann, Fichman, Jenkins, &
Klesh, 1979). The rating of items will be on a response scale of 5-point from one representing
one strongly disagrees to five which will represent that one strong agrees. Scores which are high
will indicate a greater level of satisfaction of satisfaction.
Commitment of Organizational
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
18
It will be determined with the Scale 8-item Affective Commitment (For example, “This
firm has a big deal of personal importance to me”) Meyer and Allen (1984). The rating of items
will be on a response scale of 5-point varying from one representing one strongly disagrees to
five which will represent that one strong agrees. Scores which are high will indicate a greater
level of organizational commitment.
Intent to turnover
It will be measured with 3 items (For example, “I am seriously thinking about leaving
my work.”). The rating of items will be on a response scale of 5-point varying from 1 = I
disagree strongly to 5 = I agree strongly. Scores which are high will indicate intentions of
leaving the organization.
Control Variables
Race, education, current salary, age, marital status, family responsibility, organizational
tenure, and Gender, will be involved in control variables in the equations of regression due to
their relationships potential with variables that are dependent. Dummy variable will be the
coding of gender (female = 1 and male = 0). Age will be in years. The measurement of a race
will be with one item containing 6 categories; nevertheless, due to the minority’s small number,
Whites / Caucasian will be coded “0” and all others will be coded “1.” Education will be
measured with one item with eight categories ranging from 1 = some high school to 8 = graduate
work. Marital status will be coded as a dummy variable (not married = 0 and not married but
living with a partner or married = 1. Organizational tenure will be reported in months and years.
Family responsibility level measurement will be done through adaptation of RFD (responsibility
for dependents) measure established by Rothausen (1999). The responsibility for dependents
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
19
determines the dependent responsibility that a person has through weighting the dependents of
varying age’s number and with dissimilar living arrangements in a different way (For example,
kids under one year when compared with kids between 15-18 years are weighted more heavily.
Additionally, adults that might be living with respondents that need the responsibility of
caregiving (for example, handicapped adults and elderly parents) are factored in the
responsibility for dependents measure. Scores that are high will indicate a greater level of family
responsibility. Lastly, current salary report will be in dollars in regard to annual salary.
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
20
References
Aryee, S., Srinivas, E. S., & Tan, H. H. (2005). Rhythms of life: antecedents and outcomes of
work-family balance in employed parents. Journal of applied psychology, 90(1), 132.
Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational
Assessment Questionnaire. Unpublished manuscript. Ann Arbor, MI: The University of
Michigan.
Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human
relations, 53(6), 747-770.
DeLong, T. J., Mody, T., & Ager, D. (2003). C&S Wholesale Grocers: Self-managed teams.
Grzywacz, J. G., Almeida, D. M., & McDonald, D. A. (2002). Work–family spillover and daily
reports of work and family stress in the adult labor force. Family relations, 51(1), 28-36.
Gröpel, P., & Kuhl, J. (2009). Work–life balance and subjective well‐being: The mediating role
of need fulfilment. British Journal of Psychology, 100(2), 365-375.
Kopelman, R. E., Greenhaus, J. H., & Connolly, T. F. (1983). A model of work, family, and
interrole conflict: A construct validation study. Organizational Behavior and Human
Performance, 32, 198–215.
Rothausen, T. J. (1999). “Family” in organizational research: A review and comparison of
definitions and measures. Journal of Organizational Behavior, 20, 817–836.
Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., & West, C. P. (2015,
December). Changes in burnout and satisfaction with work-life balance in physicians and
INTEGRATING WORK AND FAMILY AT C&S WHOLESALE GROCERS
the general US working population between 2011 and 2014. In Mayo Clinic
Proceedings (Vol. 90, No. 12, pp. 1600-1613). Elsevier.
Voydanoff, P. (2005). Social Integration, Work‐Family Conflict and Facilitation, and Job and
Marital Quality. Journal of Marriage and Family, 67(3), 666-679.
21
Guidelines for Case Study (graduate students)
Topic: You will apply what you have learned in this course to an in-depth analysis of a single
organization. This organization can be one with which you have personal direct experience. You will
focus on how gender functions within the organization. I will not restrict you in terms of exactly you
choose to write about, but I will provide some suggestions.
•
•
•
•
•
Occupational segregation and paths to leadership
Formal and informal organizational culture
Interactional norms within the organization
How does the organization accommodate family responsibilities?
Explicit and implicit messages about sexism in organizational literature
You may elect to write on any of these topics, or about another of your choosing.
Sources: You will draw on the literature we are reading in class (at least 5 sources), and will supplement
it with at least 3 sources that you find independently. These must be academic articles or books,
governmental reports, or research publications, or other such source.
Data: You must collect some original data for this paper. The data you collect must make sense given
your research question. For example, if you are looking at how gender is framed in organizational
literature, collecting and analyzing this literature makes sense. If you wish to describe occupational
segregation, then collecting counts of employees in various departments or positions by gender would
be a valid option. This does not have to be tremendously time-consuming, but you do have rely on
more than memory and anecdote.
Interim deadlines: To facilitate your progress, I have set deadlines for tasks you will have to complete
during the semester. You will have to turn in materials at each stage. These will not be graded, but I will
not accept a final paper from any student who has not turned in the earlier materials.
Research question
Data collection strategy
List of sources
Outline
Literature review
Draft
Final
10/4
10/11
10/18
10/25
11/1
11/15
12/6
Other considerations
Format: Roughly 15 pages, double-spaced, 11 pt Times New Roman, 1 inch margins
Drafts/feedback.
Citations. Please use APA format. Purdue Owl has a good reference website for this
(https://owl.english.purdue.edu/owl/resource/560/01/).
SOC-435-01 - Gender, Org, & Leadership
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Table of Contents
21
Topic 1: Theories of gender
Topic 1: Theories of
gender
Collins R A Conflict Theory of Sexual Stratification
Topic 2:
Intersectionality
Ortner_Is_female_to_male
Topic 3: Gender and
organizations
west and zimmerman Doing Gender
Topic 4: Occupational
segregation
Topic 1
Topic 5: Gender in
social interaction
Topic 6: Work
cultures
Topic 2: Intersectionality
Topic 7: Women
entering “male”
occupations
1
Topic 8: Men
entering “female”
occupations
2
Topic 9: Family
roles
2
Barnett Invisible Black Female Leaders CRM
Berdahl Moore Double Jeopardy
Ridgeway Intersecting Cultural Beliefs
Topic 2
Topic 10: Family and
work
Topic 11: Workfamily policy
6
Topic 12: Hiring and
promotion
5
Topic 13: Gendered
leadership?
5
Topic 3: Gender and organizations
Acker Hierarchies, Jobs, Bodies_ A Theory of Gendered
Organizations
Ely Theories of Gender in Organizations
Topic 3
Topic 4: Occupational segregation
Blickenstaff Women Science Careers
Correll Gender and career choice biased self
assessments
Padavic Sex Segregation in the Workplace
Reskin Bringing the Men Back In
Topic 4
Topic 5: Gender in social interaction
Lakoff Language and Women's Place
Ridgeway Gender Status Leadership
West Zimmerman Sex Roles Interruptions Silences
CS Research question
Topic 5
Topic 6: Work cultures
Homosociality and hegemonic masculinity boys club
Leidner Selling Hamburgers Selling Insurance
Quinn Sexual Harassment and Girl Watching
CS Data collection strategy
Identify organization (UG)
Topic 6
Topic 7: Women entering “male” occupations
DJDG Chapter 3
DJDG Chapter 4
Masculinity at Police Academy
CS list of sources
Topic 7
Topic 8: Men entering “female” occupations
Cross Girls Jobs for Boys
Doucet Stay At Home Dads
Williams the Glass Escalator
CS Outline
Identify interviewees (UG)
Topic 8
Topic 9: Family roles
Bianchi Family Change Time Allocation
Doucet Dad and Baby in First Year
Lachance Grzela Why Women do most housework
CS Lit review
Outline (UG)
Topic 9
Key themes from Topic 9 readings
Topic 10: Family and work
Correll Motherhood penalty
Ferree Beyond Separate Spheres
Goldin Quiet Revolution
Topic 10
Work and Family in Modern Womens lives
Topic 11: Work-family policy
Cherlin Demographic Changes 2000s
Gender Inequality in the Welfare State
Hegewisch Gornick Work family policies OECD
CS Draft
Draft (UG)
Topic 11
Topic 12: Hiring and promotion
Booth Choosing to Compete
Goldin Orchestrating Impartiality
Maume Glass Ceilings and Escalators
Rudman Backlash effects
Topic 12
Topic 13: Gendered leadership?
Eagly Women and Labrynth of Leadership
Ryan Glass Cliff
van Engen Gender Leadership Styles
Case study
Topic 13
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