Several transition economies have witnessed a decreased state support for work-life balance, which called for a more active role and increased support offered by employers itself. Consequently, companies started implementing a wide array of family-friendly practices, however there was very little understanding about the main organisational effects of introducing family-friendly practices in the context of a transition economy. We propose and test a model of the relationship between family-friendly practices at the organisational level and their effects on the organisation. We offer a detailed investigation of the impact of eight groups of family-friendly practices on the perceived improvement in organisational outcomes. We analysed data over the span of five consecutive years, following companies in Slovenia that had systematically implemented family-friendly corporate practices. We analysed the perceived changes in 20 identified organisational outcomes. Using a linear regression model, we tested which practices would be most able to explain the perceived improvement. We found that the introduction of family-friendly practices had a positive perceived improvement in most (70 percent) of the identified areas, though none of them exhibited a significantly greater impact. Practices affecting workplace arrangements, information and communication and services for families were the groups of practices that had the greatest effect on the perceived positive effects for companies.

中文翻译：

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家庭友善的工作场所：转型经济中的组织效应分析

几个转型经济体目睹了国家对工作与生活平衡的支持减少，这要求发挥更积极的作用，雇主本身也提供更多的支持。因此，公司开始实施各种各样的家庭友好行为，但是，对于转型经济中引入家庭友好行为的主要组织效果知之甚少。我们提出并测试了组织层面的家庭友好行为及其对组织的影响之间的关系模型。我们对八组家庭友好实践对组织成果改善的影响进行了详细调查。我们分析了连续五年的数据，跟随斯洛文尼亚的公司，这些公司已系统地实施了家庭友好型公司惯例。我们分析了20个已确定的组织成果中的感知变化。使用线性回归模型，我们测试了哪些实践最有可能解释所感知的改进。我们发现，在大多数（70％）已确定的领域中，引入家庭友好型做法均取得了积极的改善感，尽管它们都没有表现出明显的更大影响。影响工作场所安排，家庭信息和沟通及服务的行为是对公司所认为的积极影响最大的行为。我们测试了哪些实践最有可能解释所感知的改进。我们发现，在大多数（70％）已确定的领域中，引入家庭友好型做法均获得了积极的改善，尽管它们都没有表现出明显的更大影响。影响工作场所安排，家庭信息和沟通以及为家庭提供服务的做法是对公司认为的积极影响最大的做法。我们测试了哪些实践最有可能解释所感知的改进。我们发现，在大多数（70％）已确定的领域中，引入家庭友好型做法均获得了积极的改善，尽管它们都没有表现出明显的更大影响。影响工作场所安排，家庭信息和沟通及服务的行为是对公司所认为的积极影响最大的行为。