Sociology
Amy S. Wharton
The Implications of Making Work-Family Policies Viable

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Work-family conflict is on the rise. Pressures on families have increased as more mothers have joined the work force. At the same time, pressures arising from competition, globalization, and technological change have contributed to longer work hours and increased stress for workers in many types of jobs.

Policy-makers, academics, and the public have become increasingly attuned to problems caused by work-family conflict. Over the last decade, some employers have responded to these concerns by adopting policies designed to help employees balance their work and family lives. A growing body of research attempts to explain the factors leading organizations to adopt work-family policies. Even less is known about the fate of work-family policies after they have been officially adopted by an organization. Dr. Wharton’s research is helping to fill this gap.

For example, employee surveys conducted by Dr. Wharton and her colleague show high levels of interest in work-family policies. Yet, this research also reveals that many employees who would like to take advantage of work-family policies feel unable to do so. Ongoing research by Dr. Wharton and colleagues is helping to uncover the factors that constrain and enable work-family policy use, and how these factors may vary across organizations. They are also interested in understanding the evolution of work-family policies over time, including the conditions under which organizations expand, eliminate, or scale back these programs. Their recent work focuses attention on the potential significance of organizational values and stakeholder commitments in shaping organizational responses to their employees’ work and family concerns.

Contact Information
Amy S. Wharton, Ph.D.
Professor
Sociology

Washington State University, Vancouver
14204 NE Salmon Creek Avenue
Vancouver, WA 98686-9600

Telephone: 360-546-9617
E-mail: wharton@vancouver.wsu.edu