An increasing number of organizations have developed family-friendly policies and programs over the past 20 years in response to the demographic changes of the workforce to include more working mothers. In addition, organizations learned to use family friendly programs as a means of recruiting top talent and retaining experienced employees (Arthur & Cook, 2003). However, as Frone (2003) explained, while organizations frequently put strategies in place to promote work-family balance, very few organizations study the outcomes to determine if the goals for those initiatives (e.g. reduce conflict, enhance loyalty, increase efficiency) are met. The current 'study examined the work-family programs and policies available to eligible employees of Pacific University's College of Health Professions (CHP) to determine if those programs are meeting the goals of the University and the diverse needs of the employees. Twenty seven CHP staff and faculty members participated in focus groups or individual interviews to provide feedback about their experience and opinions regarding the benefits available. Data collection ocurred prior to an update to the benefits package; therefore feedback is reflective of the benefits in place prior to April I, 2008. Results showed participants were most concerned with the cost structure of the healthcare plan, followed by costs of parking and athletic facilities, and access to continuing education. Other ' concerns are also documented. Using justice theory and work-life balance literature, trends in the results are analyzed and interpreted. Recommendations to address perceived 'inequity are provided.
|File name||Date Uploaded||Visibility||File size|