Despite the growing availability of family‐friendly work practices (FFWPs), employees are sometimes reluctant to use them. One factor reportedly contributing to this is a work culture that discourages people accessing their entitlements. The purpose of the study in this paper was to explore the efficacy of McDonalds’ model that accounts for the gap between the availability and usage of FFWPs. The five dimensions of this model are managerial support, career consequences, organisational time expectations, the gendered nature of policy utilisation, and co‐worker support. The study in this paper was based on interviews with employees at four large Australian organisations. The findings indicated that family‐friendly work culture (FFWC) played a significant role in employees’ reluctance to take up their entitlements. Each of the five cultural dimensions was found to impact employee decisions. An extended framework of nine dimensions of FFWC accounting for the utilisation gap has been created.

中文翻译：

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为什么员工不使用家庭友好的工作习惯？

尽管越来越多的家庭友好型工作惯例（FFWP）可用，但是员工有时还是不愿意使用它们。据报道，促成这一现象的一个因素是一种工作文化，使人们无法获得应享权利。本文研究的目的是探索麦当劳模型的有效性，该模型解决了FFWP的可用性和使用之间的差距。该模型的五个维度是管理支持，职业后果，组织时间期望，政策利用的性别性质和同事支持。本文的研究基于对澳大利亚四个大型组织员工的采访。调查结果表明，家庭友善的工作文化（FFWC）在员工不愿享有自己的应享权利中发挥了重要作用。发现五个文化方面的每一个都影响员工的决策。已经建立了一个FFWC的九个维度的扩展框架，以解决利用率缺口。