IFREI 1.5 Summary
CFR Environments - World
10% perceives that their environment systematically provides personal-family-work integration
29% perceives that their environment occasionally provides personal-family-work integration
49% perceives that their environment occasionally hinders personal-family-work integration
12% perceives that their environment systematically hinders personal-family-work integration
Employees who say they have time and space CFR policies
Employees who say they have family support policies
Employees who say they have maternity and paternity leave beyond the legal minimum
Employees say they are informed of CFR policies
Perceptions of the supervisor
Perceptions of supervisor’s support - World
* The graphs show the percentage of employees who say they receive excellent support from their supervisor (rating 6-7 on a 1-7 scale, with 7 being excellent).
Perceptions that the supervisor is an excellent role model
* The graph shows the percentage of employees who say their supervisor is an excellent model. (Score 6-7 on a 1-7 scale, with 7 being excellent).
CFR Organizational Culture
Respect for colleagues who take parenthood leave
Expectations respecting work load and working hours
* The 1-2 means that colleagues are not bothered by the leaves. Therefore, it is a CFR culture.
Coping strategies describe the methods that people adopt to overcome challenges and fulfill with everything they have committed to at home and at work.
Plan and prioritize
Search for social support
The transition styles describe how people make the mental shift from one situation to another ("be at home" to "be at work", and vice versa) going through physical and / or psychological boundaries.
There are three basic styles:
The concern about the future ambit begins before the person is physically gone from their current situation.
The impacts on organizational performance
Intention to leave the company
|The greater the CFR is, the lower employee's intention to leave the company. .|
Perception of organizational support
Bond due to lack of alternatives
The level of commitment relates to the cost of leaving the company or to the lack of alternatives.
|The greater the bond due to lack of alternatives, the worse its quality.|
Bond due to professional development
Employee commitment is based in the perception that there are opportunities to suit their professional and personal growth.
|CFR facilitates the perception of opportunities and the perceived value of the company.|
The commitment is manifested as a personal duty and obligation to the company.
|The grater the CFR, the greater the emotional bond.|
The impacts on individual performance
Satisfaction with work-family balance