Work and Life Integration: Organizational,Cultural, and Individual Perspectives – Edited by Ellen Ernst Kossek and Susan J. Lambert Work‐Life Balance in the 21st Century – Edited by Diane M. Houston

Books reviewed: Work and Life Integration: Organizational, Cultural, and Individual Perspectives edited by Ellen Ernst Kossek and Susan J. Lambert. Lawrence Erlbaum Associates, Mahwah, NJ and London, 2005, xxviii + 570 pp., ISBN 0 8058 4616 6, $42.50, paper. Work‐Life Balance in the 21st Century edited by Diane M. Houston. Palgrave Macmillan, Basingstoke, UK, 2005, xv + 271 pp., ISBN 1 4039 2062 1, £50.00.     

Trade Unions and Work‐life Balance: Changing Times in France and the UK?

The mixed empirical findings to date have indicated that some, but not all, unions in industrialized countries are actively involved in campaigning and bargaining around work–life balance (WLB) issues, as part of a modernization agenda linked to feminization and to 'positive flexibility'. This article seeks to identify factors that might encourage or inhibit trade unions from involvement in WLB issues, within a cross-national comparative perspective focusing on two countries (France and the UK) that have contrasting working time regimes and approaches to WLB. It draws on original research carried out in two sectors — insurance and social work — in these two countries. The article links the emergence of union WLB programmes and bargaining agendas to gender-equality concerns within the union and to the gender composition of the sector, as well as to the working time regime, including the mode of action, partnership being a significant corollary of WLB campaigning in the UK. We find support for the modernization thesis in the UK, particularly in the public sector, but within severe constraints defined by employer initiative.     

Integrating Multiple Stakeholder Issues in New Product Development: An Exploration

Addressing the interests of a wide set of stakeholders is important because it may have positive effects on financial performance. At the same time, however, it is also very complex because managers may face conflicting stakeholder issues, much more so than organizations that listen to only one stakeholder. Little is known about how multiple stakeholder issues are dealt with in the context of new product development (NPD). The objective of this study is to delineate the elements of stakeholder integration in the context of NPD. A combination of insights from stakeholder theory and market information processing serves as a theoretical perspective to guide the empirical exploration in this study. The authors take the development of green (ecological) products as an empirical context for their qualitative multiple case study. Specifically, they selected four case studies with different expected levels of stakeholder integration, based on literature about green NPD. Data were collected through in‐depth interviews with key informants, collecting documents, and obtaining artifacts. In total, 28 informants from various domains were interviewed. Transcribed interviews were coded using qualitative analysis software. The results show that a distinction needs to be made between market and nonmarket stakeholders, and that not all organizations are equally capable of identifying issues that are important to both categories of stakeholders. Organizations that identify issues that are relevant to both market stakeholders and nonmarket stakeholders are more likely to face tensions between stakeholder issues in NPD. Organizations manage these tensions using several, sometimes redundant, coordination mechanisms and using multiple prioritization principles in conjunction. Based on the results, the authors conceptualize stakeholder integration capability in an NPD context as the combination of stakeholder issue identification techniques, coordination mechanisms, and prioritization principles. They propose that stakeholder integration capability is the result of a learning process. Moreover, they propose that proactivity of environmental management and environmental impact of the industry help to explain why stakeholder issue identification techniques are developed, and that the identification of more stakeholder issues leads organizations to develop coordination mechanisms and prioritization principles. Finally, the authors propose that stakeholder integration capability leads to competitive advantage through organizational identification by stakeholders. The study implies that integrating multiple stakeholder issues is not just a matter of feeding additional information into NPD processes, but of changing the nature of these NPD processes.     

Experiencing Part‐Time Work: Temporal Tensions,Social Relations and the Work–Family Interface

Part‐time work is commonly depicted as positive for women workers and their experience of work and home. Drawing on the qualitative commentaries of lower‐level service workers, this study explores the temporal, social and interpersonal consequences of part‐time work. While many employees liked part‐time work, there was evidence that fragmented work schedules, mandated overtime and difficulties in taking time off work created tensions and problems for women in both the work and family domains. Inferior treatment also punctuated the work experiences of a number of part‐time employees and served to underline their differential work status.     

A Decade of the Americans with Disabilities Act: Judicial Outcomes and Unresolved Problems*

A decade after its enactment, the Americans with Disabilities Act (ADA) has not resulted in the substantial employment gains for individuals with disabilities that its proponents had predicted. It also has not resulted in many legal victories for disabled individuals who have challenged alleged discriminatory actions by their employers. This article briefly reviews literature on disability and work and summarizes the data on the employment of individuals with disabilities. It addresses litigation trends prior to several significant U.S. Supreme Court rulings the ADA made in 1999 and compares them with litigation trends following the issuance of these rulings. The article concludes that the law needs to be amended if it is to serve those individuals with disabilities who are capable of productive employment but whose impairments do not fit the judicially narrowed definition of disability in the ADA.     

'High-performance' Management Practices, Working Hours and Work–Life Balance

The effects of selected high‐performance practices and working hours on work–life balance are analysed with data from national surveys of British employees in 1992 and 2000. Alongside long hours, which are a constant source of negative job‐to‐home spillover, certain ‘high‐performance’ practices have become more strongly related to negative spillover during this period. Surprisingly, dual‐earner couples are not especially liable to spillover — if anything, less so than single‐earner couples. Additionally, the presence of young children has become less important over time. Overall, the results suggest a conflict between high‐performance practices and work‐life balance policies.     

Stakeholder Influence and Radical Change: A Coordination Game Perspective

Organizations often find it hard to change their corporate strategy radically, even if the need for change is widely recognized as in the Asian crisis of 1997. Such change requires large numbers of stakeholders to change their individual behavior, yet complex governance structures limit the applicability of agency-based models of governance. Rather, the coordination of stakeholder is at the core of governance during radical environmental change. Based on the game-theoretic concept of a ‘coordination game’, the paper analyses conditions that may inhibit the coordination of stakeholders to shift from an existing corporate strategy to a new one. I thus consider coordination failure that inhibit restructuring, and argue that radical change requires leaders to communicate and create common knowledge about the organization's future strategy.     

Work and Volunteering: Longitudinal Relationships between Work‐Related Experiences and Volunteering Behaviour

This study examines the effect of work‐related experiences on employees’ engagement in community volunteering, using data from a British longitudinal panel of employees. Using a novel analytical approach that separates variation in volunteering due to within‐person changes in work conditions from variation due to between‐person work differences, we more robustly test existing and new hypotheses about the effects of work on volunteering. New to this literature, we find that commuting and satisfaction with job experiences are significant predictors of community volunteering, both the likelihood to volunteer and volunteering frequency. In turn, volunteering determinants previously explored with cross‐sectional data, such as managerial and professional jobs, employment sector and hourly paid contracts, are no longer statistically significant in the within‐person models. We discuss a number of important theoretical and practical consequences of these findings.     

Work–Life Balance and the Demand for Reduction in Working Hours: Evidence from the British Social Attitudes Survey 2002

Work–life balance policies aimed at reducing working hours are often assumed to be of particular interest to workers with family responsibilities such as young children. Although workers in Britain report the kind of time‐stress envisaged by the debate over a ‘long‐hours culture’, there is little relationship between workers’ family situation and preferences for working fewer hours. Women workers’ hours already reflect family commitments to some extent, while families with young children may need the income levels that only substantial working hours bring. Conversely workers without family commitments may have more capacity to swap income or career progression for increased leisure time.     

Age and Work‐Related Health: Insights from the UK Labour Force Survey

Data from the UK Labour Force Survey (LFS) are used to examine two methodological issues in the analysis of the relationship between age and work‐related health. First, the LFS is unusual in that it asks work‐related health questions to those who are not currently employed. This facilitates a more representative analysis than that which is constrained to focus only on those currently in work. Second, information in the LFS facilitates a comparison of work‐related health problems that stem from current employment to a more encompassing measure that includes those related to a former job. We find that accounting for each of these sources of bias increases the age work‐related health risk gradient, and suggest that ignoring such effects will underestimate the work‐related health implications of current policies to extend working lives.     

Underwork,Work‐Hour Insecurity,and A New Approach to Wage and Hour Regulation

When it was passed in 1938, the Fair Labor Standards Act (FLSA) sought to address the “evils” of underpay and overwork by establishing an hourly minimum wage and requiring premium overtime pay. However, today's low‐wage, hourly workers more often face underwork than overwork, as well as fluctuating, unstable schedules, neither of which is addressed by the FLSA. This paper presents and assesses the effectiveness of an alternative approach to wage and hour regulation, the “reporting pay” guarantee. We begin by examining the problem of work‐hour insecurity, particularly employers’ practice of sending workers home early from scheduled shifts. We then move to a detailed assessment of state laws that require reporting pay, as well as reporting pay guarantees in union contracts and private‐employer practices that attempt to address the problem of work‐hour insecurity. We conclude by considering paths for strengthening such protections in law.     

‘Fair Work’ and the Modernization of Australian Labour Standards: A Case of Institutional Plasticity Entrenching Deepening Wage Inequality

Australia was long recognized for its relatively compressed wage structure. From the 1940s to the 1970s this was associated with a comprehensive regime of ‘award‐based’ minimum wages. Since the 1980s, this has been subjected to comprehensive ‘modernization’. After three decades of reform and in the most supportive economic environment in the OECD, Australian wage inequality has deepened. Although multiple political‐economic forces have been at play, the evolution of Australia's labour standards regime is an example of ‘institutional plasticity’ whereby the purpose and operations of wage‐setting institutions not only evolves but can actually be inverted over time.     

A Different Kind of Union: Balancing Co-Management and Representation

Local unions engaging in co-management and joint governance arrangements require new capacities and organizational forms to balance managerial responsibilities with representation of both the collective and individual interests of the membership. This article examines the evolution of the local union at General Motors' Saturn Corporation through the internal and external tensions created by the challenges faced in assuming these roles. A new model of local unionism, grounded in this experience and data, is outlined for further testing and research.