Impact of family-friendly HRM policies in organizational performance

Abstract

Purpose: The aim of this paper is to analyze the impact of family-friendly HRM policies in the perception of workers and their organizational performance. Design/methodology: The authors have conducted a review of the major research related to work-family conflict and family-friendly HRM policies to overcome this conflict, to draw conclusions about its impact on worker performance. Findings: This paper proposes an integrative model of the relationship between workfamily conflict and family-friendly HRM policies and perceptual variables on the one hand, and organizational behavior of the worker on the other hand. Perceptual variables analyzed are stress, job satisfaction and motivation. Regarding the variables related to organizational behavior worker absenteeism, rotations and performance were analyzed. The analysis results show evidence that the existence of work-family conflict influences negatively on the perceptual variables and organizational behavior of the worker, especially in performance. In turn, the existence of family-friendly HRM policies positively affects these variables. Originality/value: This study integrates different perspectives related to work-family conflict and family-friendly HRM policies, from an eclectic vision. Thus, a more complete picture of the topic under investigation is provided. Furthermore, the proposed integrative model allows useful conclusions to management, both from the perspective of purely human resource management, and the improvement of organizational productivity.