Prácticas de Conciliación Trabajo-Familia Su Contribución a la Responsabilidad Social y Sostenibilidad de las Empresas
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Publicado:
Sep 30, 2024
Palabras clave:
trabajo, familia, empresa, compromiso, gestión
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Resumen
La implementación efectiva de políticas de conciliación entre el trabajo y la familia implica un compromiso de la alta dirección, el desarrollo de políticas claras y una cultura organizacional que valore el equilibrio entre la vida laboral y personal. La flexibilidad en los horarios, el teletrabajo, la licencia parental pagada y el respaldo a servicios de cuidado infantil son elementos clave. La sensibilización continua, la evaluación periódica y la adaptabilidad son esenciales para satisfacer las cambiantes necesidades de los empleados. Al crear un entorno que respalde el bienestar integral, las empresas no solo benefician a sus empleados, sino que también fortalecen su atractivo para el talento y su éxito a largo plazo. La conciliación trabajo-familia contribuye a mejorar la calidad de vida y la productividad, generando un impacto positivo tanto a nivel individual como organizacional.
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Ocampo Abadía, A., Costa, M. B., & López Moreno, R. (2024). Prácticas de Conciliación Trabajo-Familia. RevIISE - Revista De Ciencias Sociales Y Humanas, 24(24), 95-108. Recuperado a partir de https://ojs.unsj.edu.ar/index.php/reviise/article/view/1123
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Radu, C., Deaconu, A., Kis, I.-A., Jansen, A., & Mișu, S. I. (2023). New Ways to Perform: Employees’ Perspective on Remote Work and Psychological Security in the Post-Pandemic Era. In Sustainability (Vol. 15, Issue 7). https://doi.org/10.3390/su15075952
Romney, A. C., Heydarifard, Z., & Lam, C. F. (2024). Reconciling Competing Perspectives About How Undermining at Home Influences Speaking Up at Work. Journal of Business and Psychology, 39(2), 513–526. https://doi.org/10.1007/s10869-023-09895-7
Shifrin, N. V, & Michel, J. S. (2022). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287
Sweet, S., Pitt-Catsouphes, M., Besen, E., & Golden, L. (2014). Explaining organizational variation in flexible work arrangements: why the pattern and scale of availability matter. Community, Work & Family, 17(2), 115–141. https://doi.org/10.1080/13668803.2014.887553
Tanwar, K., & Prasad, A. (2016). Exploring the Relationship between Employer Branding and Employee Retention. Global Business Review, 17(3_suppl), 186S-206S. https://doi.org/10.1177/0972150916631214
Vidal-Salazar, M. D., Cordón-Pozo, E., & De la Torre Ruiz, J. M. (2015). Impacto de los Modelos de Compensación Flexible en la atracción y retención del talento. UCJC Business and Society Review (Formerly Known as Universia Business Review), 0(46 SE-Organización y Recursos Humanos). https://journals.ucjc.edu/ubr/article/view/1312
Alés Lopez, María Elvira. Tesis de Maestría “La Mujer en la Alta Dirección Empresaria Argentina“. Defensa 16/02/24.
Alfes, K., Avgoustaki, A., Beauregard, T. A., Cañibano, A., & Muratbekova-Touron, M. (2022). New ways of working and the implications for employees: a systematic framework and suggestions for future research. The International Journal of Human Resource Management, 33(22), 4361–4385. https://doi.org/10.1080/09585192.2022.2149151
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work–family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
Bailyn, L., Bookman, A., Harrington, M., & Kochan, T. (2006). Work–family interventions and experiments: Workplaces, communities, and society. In M. P. Itt-Catsouphes, E. E. Kossek, & S. Sweet (Eds.), The Work and Family Handbook: Multidisciplinary Perspectives, Methods, and Approaches (Pp. 651–664). Mahwah, NJ: Lawrence Erlbaum.
Björk, J. M., Nordmyr, J., & Forsman, A. K. (2022). Reconciling Work and Family Demands and Related Psychosocial Risk and Support Factors among Working Families: A Finnish National Survey Study. In International Journal of Environmental Research and Public Health (Vol. 19, Issue 14). https://doi.org/10.3390/ijerph19148566
Brough, P., & O’Driscoll, M. P. (2010). Organizational interventions for balancing work and home demands: An overview. Work & Stress, 24(3), 280–297. https://doi.org/10.1080/02678373.2010.506808
Byron, K. (2005). A meta-analytic review of work–family conflict and its antecedents. Journal of Vocational Behavior, 67(2), 169–198. https://doi.org/https://doi.org/10.1016/j.jvb.2004.08.009
Chinchilla, N. (2007). Ser una empresa familiarmente responsable:?` lujo o necesidad? (277-280. Pearson Prentice Hall, Madrid. Revista Empresa y Humanismo (ed.)). http://www.toptenms.com/archivos/128/descargas/Libro_Nuria_ACE.pdf
Chinchilla, N., Poelmans, S., & León, C. (2003). Políticas de conciliación trabajo-familia en 150 empresas españolas. IESE Business School, IESE Research Papers.
Frone, M. R. (2003). Work-family balance. In Handbook of occupational health psychology. (pp. 143–162). American Psychological Association. https://doi.org/10.1037/10474-007
Glass, J. L., & Finley, A. (2002). Coverage and effectiveness of family-responsive workplace policies. Human Resource Management Review, 12(3), 313–337. https://doi.org/https://doi.org/10.1016/S1053-4822(02)00063-3
Goniewicz, K., Khorram-Manesh, A., Burkle, F. M., Hertelendy, A. J., & Goniewicz, M. (2023). The European Union’s post-pandemic strategies for public health, economic recovery, and social resilience. Global Transitions, 5, 201–209. https://doi.org/https://doi.org/10.1016/j.glt.2023.10.003
Hill, E., Grzywacz, J., Allen, S., Blanchard, V., Matz, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and Conceptualizing Workplace Flexibility. Community, Work and Family, 149–163. https://doi.org/10.1080/13668800802024678
Legazpe, N. (2015). Mujer, trabajo y familia en España. Trimestre Economico, 82(328), 873–896. https://doi.org/10.20430/ete.v82i328.187
Navarro, C., Chinchilla, N., & Heras, M. Las. (2012). Impacto de las políticas y prácticas de conciliación familia- trabajo en organizaciones venezolanas. Revista Sobre Relaciones Industriales Y Laborales, 9–26. https://revistasenlinea.saber.ucab.edu.ve/index.php/rrii2/article/view/2326
Poethke, U., Klasmeier, K. N., Radaca, E., & Diestel, S. (2023). How modern working environments shape attendance behaviour: A longitudinal study on weekly flexibilization, boundaryless work and presenteeism. Journal of Occupational and Organizational Psychology, 96(3), 524–544. https://doi.org/https://doi.org/10.1111/joop.12437
Radu, C., Deaconu, A., Kis, I.-A., Jansen, A., & Mișu, S. I. (2023). New Ways to Perform: Employees’ Perspective on Remote Work and Psychological Security in the Post-Pandemic Era. In Sustainability (Vol. 15, Issue 7). https://doi.org/10.3390/su15075952
Romney, A. C., Heydarifard, Z., & Lam, C. F. (2024). Reconciling Competing Perspectives About How Undermining at Home Influences Speaking Up at Work. Journal of Business and Psychology, 39(2), 513–526. https://doi.org/10.1007/s10869-023-09895-7
Shifrin, N. V, & Michel, J. S. (2022). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287
Sweet, S., Pitt-Catsouphes, M., Besen, E., & Golden, L. (2014). Explaining organizational variation in flexible work arrangements: why the pattern and scale of availability matter. Community, Work & Family, 17(2), 115–141. https://doi.org/10.1080/13668803.2014.887553
Tanwar, K., & Prasad, A. (2016). Exploring the Relationship between Employer Branding and Employee Retention. Global Business Review, 17(3_suppl), 186S-206S. https://doi.org/10.1177/0972150916631214
Vidal-Salazar, M. D., Cordón-Pozo, E., & De la Torre Ruiz, J. M. (2015). Impacto de los Modelos de Compensación Flexible en la atracción y retención del talento. UCJC Business and Society Review (Formerly Known as Universia Business Review), 0(46 SE-Organización y Recursos Humanos). https://journals.ucjc.edu/ubr/article/view/1312