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Articles by SHRM Staff
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This year is shaping up to be one of the most active years for HR public policy on the state level. Already, numerous workplace measures across the country have become law, and many others are progressing down the road to enactment As a result, HR professionals who in past years have focused their attention on Washington need to also be wary of workplace legislation coming from their state capitols.
Work-Family Support Programs as a Strategic Human Resource Initiative: A Meta-Analysis of Effects on Organizational Outcomes
Funded: November 2008 Completed: September 2010
Wendy J. Casper, Ph.D., University of Texas at Arlington
Marcus M. Butts, Ph.D., University of Texas at Arlington
A large number of new fathers report having managers who are supportive about work/family issues, possibly reflecting a generational shift in the attitudes of low- to mid-level managers who can empathize with the challenge of balancing work and family. Often, though, any workplace flexibility fathers enjoy is handled informally with their managers.
Those were among the findings of a study on “The New Dad” from the Boston College Center for Work & Family discussed during a Nov. 16, 2010, webcast, “Men: Forging a New Path in Work and Life.”
Not all upper-income occupations are the same when it comes to maternal leave: according to a new study, women with MBAs who take professional leave to raise their children are stomaching a greater blow to their income than women with medical degrees.
As the U.S. economy recovers, some older workers are feeling more comfortable about retiring, although most still foresee working longer than they had anticipated before the stock market drop of 2008-09.
The following presentation, based on a portion of the results from a recent survey of U.S. workers, focuses on data related to the pressure, self-imposed or otherwise, that employees feel to stay connected to the workplace outside of traditional work hours or when they are away from the office due to personal reasons.
To download a copy of this survey, click here.
Workforce Policies and Practices to Promote Effective Engagement and Retention of the Aging American Workforce
Funded: June 2007 Completed: July 2010
Lisa Hisae Nishii, Ph.D., ILR School, Cornell University
Susanne M. Bruyère, Ph.D., Employment and Disability Institute, ILR School, Cornell University
Ageism and the retention of high performers: The positive impact of three forms of inclusion.
The 2010 SHRM Executive Roundtable on Workplace Flexibility was held Sept. 23, 2010, in Washington, D.C.
This event brought together leading experts on workplace flexibility. This group included current and former HR practitioners, academicians and researchers, thought leaders, representatives from multiple organizations that focus on the subject of workplace flexibility, policy makers, representatives from the EEOC, and senior members of SHRM’s staff.
Employers should have a firm understanding of what is important and valued by each of these generations when establishing their recruiting plan. It may help to determine whether potential candidates will accept or reject positions within the organization. Successful recruiting must take into consideration not only the positions that are available, but the types of people that are needed to fill those positions. Employee retention may be significantly increased if there is an effective hire.
Age-Related Determinants of Retirement Planning and Turnover
Funded: November 2007 Completed: December 2010
Ruth Kanfer, Ph.D., School of Psychology, Georgia Institute of Technology
Retirement and Post-Retirement Work Intentions during an Economic Downturn
Some might need to add “work less and relax more” to their list of New Year’s resolutions for 2011, a new survey suggests. According to a CareerBuilder survey of 3,067 U.S. workers employed full-time in nongovernment roles, nearly one in four respondents (24 percent) finds it hard to stop thinking about work at the end of the day, while nearly one in five (19 percent) said they dream about work.
The survey, released Dec. 15, 2010, was conducted online by Harris Interactive between Aug. 17 and Sept. 2, 2010.
Work-life Interference: Expanding our Measurement Conceptualization and Improving our Measurement
This project was funded by a SHRM Foundation research grant.
Funded: June 2008 Completed: June 2010
Ann Marie Ryan, Ph.D., Michigan State University
Jessica Fandre, Doctoral Student, Michigan State University
Elizabeth Oberlander, Doctoral Student, Michigan State University
Ruchi Sinha, Doctoral Student, Michigan State University
Alyssa Friede, Ph.D., DePaul University
Early in his HR career, Jose A. Berrios discovered he had a knack for identifying talent and leadership potential.
Berrios starts his two-year term this month as chair of the Society for Human Resource Management (SHRM) Board of Directors. Berrios first joined SHRM in 1989 and has been an active leader in the HR profession with SHRM and groups such as The Conference Board, Catalyst and the National Hispanic Corporate Council.
I was summoned to a pitch by a PR guy a few weeks ago. The scene was typical of Wall Street: a swanky bar and two earnest would-be sources: Nick Leopard, 30 and Andy Blechman, 27. These guys were polished, young and had impressive suits and equally impressive resumes. Heck, they were both captains of their respective D-1 college lacrosse teams, which is a guaranteed foot in the door at virtually any bulge-bracket, or top-tier, bank.