Is using work-life flexibility benefits a career-limiting move? An examination of women, men, lone parents, and parents with partners |
| Presenter: |
Alison Konrad, Professor, Richard Ivey School of Business, University of Western Ontario, Canada |
| When: |
Wednesday 9 December 2009 |
| Where: |
Room 113, Colin Clark Building 39, St Lucia campus |
| Time: |
10.30am - 12.00pm |
| Cluster: |
Management Cluster |
| Biography: |
Alison M. Konrad, Ph.D., joined the Richard Ivey School of Business, U. of Western Ontario in 2003 as a Professor of Organizational Behavior and holder of the Corus Entertainment Chair in Women in Management. She has published two books and over 60 articles and chapters on topics relating to workplace diversity. Professor Konrad's current work focuses on organizational diversity initiatives and making workplaces more inclusive. |
| Workshop Paper: |
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| Abstract: |
Using a large national sample based on the Workplace and Employee Survey data collected by Statistics Canada in 2001 and 2002, this paper examined the effects of employee usage of seven organizational work-life flexibility practices on promotions. Analysis predicted promotions in 2002 when number of promotions received by 2001 were controlled. For women, use of flexible hours or duty at home in 2001 showed negative main effects on the probability of promotion in 2002. For men, use of a reduced workweek in 2001 had a negative main effect on promotion in 2002. Several two-way and three-way interactions for women showed that use of work-life flexibility benefits had different effects depending upon marital status, number of children, and lone parenthood. Together, the findings indicate that workers who choose to be more present for their families trade away career advancement. |
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