Access

You are not currently logged in.

Access your personal account or get JSTOR access through your library or other institution:

login

Log in to your personal account or through your institution.

If you need an accessible version of this item please contact JSTOR User Support

Work-Family Human Resource Bundles and Perceived Organizational Performance

Jill E. Perry-Smith and Terry C. Blum
The Academy of Management Journal
Vol. 43, No. 6 (Dec., 2000), pp. 1107-1117
Published by: Academy of Management
Stable URL: http://www.jstor.org/stable/1556339
Page Count: 11
  • Read Online (Free)
  • Download ($29.00)
  • Cite this Item
If you need an accessible version of this item please contact JSTOR User Support
Work-Family Human Resource Bundles and Perceived Organizational Performance
Preview not available

Abstract

Although typically excluded from strategic human resource models, bundles of work-family policies may be an HR approach related to competitive advantage. Symbolic action and resource-based views provide conceptual support for such a relationship. Results from a national sample of 527 U.S. firms suggest that organizations with more extensive work-family policies have higher perceived firm-level performance. In addition, there was partial support for the hypotheses that the relationship between work-family bundles and firm performance is stronger for older firms and firms employing larger proportions of women.

Page Thumbnails

  • Thumbnail: Page 
1107
    1107
  • Thumbnail: Page 
1108
    1108
  • Thumbnail: Page 
1109
    1109
  • Thumbnail: Page 
1110
    1110
  • Thumbnail: Page 
1111
    1111
  • Thumbnail: Page 
1112
    1112
  • Thumbnail: Page 
[1113]
    [1113]
  • Thumbnail: Page 
1114
    1114
  • Thumbnail: Page 
1115
    1115
  • Thumbnail: Page 
1116
    1116
  • Thumbnail: Page 
1117
    1117