Implementación de políticas de conciliación trabajo-vida en pequeñas y medianas empresas: un estudio de casos múltiples en la industria del software
DOI:
https://doi.org/10.18046/j.estger.2018.147.2592Palabras clave:
conciliación trabajo-vida, pequeñas y medianas empresas, industria de softwareResumen
La literatura sobre políticas de conciliación trabajo-vida ha crecido significativamente en los últimos años. No obstante, pocos estudios han indagado acerca de su implementación en pequeñas y medianas empresas y, particularmente, en sectores altamente dinámicos de la economía, donde la retención del talento constituye una fuente de ventajas competitivas. A través de un diseño cualitativo de casos múltiples, este trabajo examina las políticas de conciliación trabajo-vida implementadas en cuatro pequeñas y medianas empresas de software en Argentina. Los resultados muestran la existencia de dos modalidades de implementación: beneficios estandarizados de amplio alcance y beneficios individualizados negociados por cada empleado. Adicionalmente, se identifican una serie de factores organizacionales y características individuales que condicionan el acceso de los empleados a dichos beneficios.
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Creswell, J. W. (2009). Research design: Qualitative, quantitative, and mixed methods approaches. California: Sage Publications.
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Daverth, G., Hyde, P. y Cassell, C. (2016). Uptake of organizational work-life balance opportunities: The context of support. International Journal of Human Resource Management, 27(15), 1710-1729.
De Sivatte, I. y Guadamillas, F. (2014). ¿La disponibilidad de medidas de conciliación y la cultura trabajo-familia disminuyen el conflicto trabajo-familia de los empleados? Universia Business Review, 44(4), 55-71.
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Eisenhardt, K. (1989). Building theories from case study research. Academy of Management Review, 14(4), 532-550.
Eriksson, P. y Kovalainen, A. (2008). Qualitative research in business studies. London: Sage.
Evans, J. M. (2001). Firms' contribution to the reconciliation between work and family life. Labour Market and Social Policy Occasional Papers, 45, 1-47.
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Friese, S. y Ringmayr, T. G. (2013). User's Manual for ATLAS. ti 7.0. Berlin: ATLAS. ti Scientific Software Development GmbH.
Fuchs, R. M. (2011). Las prácticas de conciliación vida personal-vida laboral y su relación con el avance de la mujer en la jerarquía organizacional: El caso de las empresas grandes limeñas. Journal of Business, 3(1), 86-95.
Gajendran, R. S. y Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541.
Galinsky, E., Bond, J. T. y Friedman, D. E. (1993). The changing workforce: Highlights of the national study. Nueva York: Families and Work Institute.
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Gil Flores, J. (1993). La metodología de investigación mediante grupos de discusión. Enseñanza, 10(11), 199-214.
Glass, J. L. y Estes, S. B. (1997). The family responsive workplace. Annual Review of Sociology, 23(1), 289-313.
Goodstein, J. D. (1994). Institutional pressures and strategic responsiveness: Employer involvement in work-family issues. Academy of Management Journal, 37(2), 350-382.
Greenhaus, J. H., Collins, K. M. y Shaw, J. D. (2003). The relation between work-family balance and quality of life. Journal of Vocational Behavior, 63(3), 510-531.
Guest, G., Bunce, A. y Johnson, L. (2006). How many interviews are enough? An experiment with data saturation and variability. Field Methods, 18(1), 59-82.
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2018-06-21
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Implementación de políticas de conciliación trabajo-vida en pequeñas y medianas empresas: un estudio de casos múltiples en la industria del software. (2018). Estudios Gerenciales, 34(147), 172-189. https://doi.org/10.18046/j.estger.2018.147.2592
