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The Dominant Logic of Employer-Sponsored Work and Family Initiatives: Human Resource Managers' Institutional Role

Ellen Ernst Kossek

School of Labor and Industrial Relations, Michigan State University, East Lansing, Michigan 48824-1032.

Parshotam Dass

Department of Management, University of Arkansas, Fayetteville, Arkansas 72701.

Beverly DeMarr

School of Labor and Industrial Relations, Michigan State University, East Lansing, Michigan 48824-1032.

This paper argues that concepts from institutional theory and managerial dominant logic can be used to examine human resource managers' institutional role supporting the adoption of employer-sponsored childcare as a form of organizational adaptation to change. Three components of the dominant logic of employer-sponsored childcare were found: management control, environmental, and a coercive component. These components overlap to form an overall management orientation toward employer-sponsored childcare, which are related to management's demographic backgrounds, and their organizational and industry environments. The extent of adoption of employer-sponsored childcare was found to be positively related to (1) the strength of human resource manager's global orientation, and (2) their interpretations of favorable executive attitudes toward employer-sponsored childcare.

Key Words: dominant logic regarding child care • employer values and beliefs regarding human resource practices • human resource innovation • work and family integration • institutional theory

Human Relations, Vol. 47, No. 9, 1121-1149 (1994)
DOI: 10.1177/001872679404700905
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