Who benefits from work-life programs? Lessons in gender and race from opm's federal work-life survey
By: Viswanath, Shilpa Yog, Jung AH(Claire) and Mullins, Lauren Bock
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Material type: 
BookPublisher: Public Administration Review Description: 84(6), Nov-Dec, 2024: p.1163-1183.
In:
Public Administration ReviewSummary: Engaging the US Office of Personnel Management's inaugural Federal Work-life Survey (2017), this study deconstructs the gender and race differences in employee satisfaction with federal work-life programs. We examine whether women of color employees in particular stand to benefit differently from the federal work-life programs in comparison to their male and white colleagues. Notably, this study operationalizes the federal employee's work-life interference and dependent care responsibilities to determine gender and race-related differences in employee satisfaction with federal work-life programs. Study results indicate that federal employees belonging to historically marginalized racial and ethnic groups are satisfied to a lesser extent with partaking in federal work-life programs than their white counterparts.- Reproduced
https://onlinelibrary.wiley.com/doi/10.1111/puar.13772
| Item type | Current location | Call number | Vol info | Status | Date due | Barcode |
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Articles
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Indian Institute of Public Administration | 84(6), Nov-Dec, 2024: p.1163-1183 | Available | AR134944 |
Engaging the US Office of Personnel Management's inaugural Federal Work-life Survey (2017), this study deconstructs the gender and race differences in employee satisfaction with federal work-life programs. We examine whether women of color employees in particular stand to benefit differently from the federal work-life programs in comparison to their male and white colleagues. Notably, this study operationalizes the federal employee's work-life interference and dependent care responsibilities to determine gender and race-related differences in employee satisfaction with federal work-life programs. Study results indicate that federal employees belonging to historically marginalized racial and ethnic groups are satisfied to a lesser extent with partaking in federal work-life programs than their white counterparts.- Reproduced
https://onlinelibrary.wiley.com/doi/10.1111/puar.13772
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