El comportamiento de los costos

From Table 5.3 we see that in the model that just accounts for personal characteristics (Model 1) there is no significant association between work pressure and the presence of an equality policy. This echoes the results in Table 5.1, where there was no difference in the mean work pressure scores for those working in companies with and without an equality policy. However, once we account for job characteristics such as autonomy, working hours and earnings (Model 2), we do find a modest effect of equality policies in reducing work pressure. This is also true once we control for workplace characteristics (Model 3). This suggests that organisations with equality policies may be more employee-centred and employees working there may feel better able to cope with the demands of their work.

44 _{Presence of children was excluded from the work pressure models as it was not significant in any}

specification.

45 _{Typically usual working hours would be included in models of both work pressure and work–life}

conflict, and have a highly significant impact on both. As two of the variables of interest here (part- time work and job sharing) are, by definition, associated with lower hours we decided to include a dummy variable for long working hours instead.

46 _{There was no other variation between the occupational groups on work pressure and work–life}

conflict, so, following McGinnity and Calvert’s (2009) analysis of work–life conflict, we collapsed occupation into professional and managerial occupations and all others.

47 _{The autonomy scale is a combination of: ‘You decide how much work you do or how fast you work}

during the day; Your manager decides the specific tasks you will do from day to day; You decide when you can take a break during the working day; Your manager monitors your work performance; You have to get your manager’s OK before you try to change anything about the way you do your work’.

48 _{As is common practice, the log of earnings is used to avoid outliers exerting disproportional}

influence on the coefficient.

49 _{‘In some workplaces employees are given a direct say in deciding on the way in which the work is}

actually carried out. This is done through what might be known as work teams; problem-solving groups; project groups; quality circles; continuous improvement programmes or groups. Are there any such arrangements in your workplace to involve staff directly in the way in which work is carried out on a day-to-day basis?’ Those who responded that such participation was present in their workplace were asked whether they personally participated in any of these groups. See O’Connell et al. (2010a),

Chapter 3, for more details of this. See also the survey questionnaire, which is available online at. :

http://www.esri.ie/pubs/BKMNEXT200.

50 _{Consultation scale is a combination of: ‘How often are you and your colleagues consulted before}

decisions are taken that affect your work? If changes in your work occur, how often are you given the reason why? If you have an opinion different from your supervisor/manager, can you say so? If you are consulted before decisions are made, is any attention paid to your views?’

51 _{Indicators of participation in the organisation and partnership at work were excluded as they were}

Workplace Equality in the Recession? 59 Table 5.3: Linear regression models of work pressure: impact of equality policy and flexible working arrangements

Model 1: With personal controlsa Model 2: With personal, job and hours

controlsb Model 3: With personal, job/hours and organisational controlsc B B B  Equality policy –0.015 n.s. –0.073 * –0.087 **

Organisation uses home working –0.047 n.s. –0.052 n.s. –0.039 n.s. Organisation uses flexitime –0.085 * –0.087 ** –0.087 ** Organisation uses part-time work 0.010 n.s. –0.005 n.s. –0.013 n.s. Organisation uses job sharing 0.087 ** 0.068 * 0.030 n.s. Personally involved home working 0.245 *** 0.188 *** 0.175 *** Personally involved flexitime –0.001 n.s. 0.030 n.s. 0.028 n.s. Personally involved part-time work –0.262 *** –0.128 *** –0.116 *** Personally involved job sharing –0.010 n.s. 0.019 n.s. 0.005 n.s.

N of cases 4478 4478 4478

Adjusted R square 0.087 0.141 0.174

Notes: See Table A5.1 in the appendix to this chapterfor full models. * P≤0.05; ** P≤0.01; *** P≤0.001; n.s. not significant.

a _{Personal controls: gender, age, marital status, education, place of birth and ethnicity.}

b _{Job and hours controls: contract status, trade union membership, job tenure, unsocial working hours, long} working hours (over 45 hours per week), professional/managerial occupations, job autonomy and log of hourly earnings.

c _{Organisational controls: industrial sector, personal participation in decision making, innovative work practices,} consultation within the organisation, and organisational change in the past two years.

From Table 5.4 we can see that in Model 5, where we control for personal and job characteristics, the presence of an equality policy reduces work–life conflict. Once we add organisational controls (Model 6), this effect is reduced. This works primarily through the impact of the consultation index. Workplaces with equality policies also tend to consult with employees about decisions affecting their work (see above for details of measurement). Both of these reduce work–life conflict, but the impact of equality policies is still significant.

Table 5.4: Linear regression models of work–life conflict: impact of equality policy and flexible working arrangements

Model 4: With personal controlsa Model 5: With personal, job and hours controlsb Model 6: With personal, job/hours and organisational controlsc B  B  B  Equality policy –0.067 * –0.147 *** –0.060 *

Organisation uses home working –0.129 * –0.083 n.s. –0.065 n.s. Organisation uses flexitime –0.085 * –0.088 * –0.075 * Organisation uses part-time work –0.057 n.s. –0.065 n.s. –0.073 * Organisation uses job sharing 0.063 n.s. 0.022 n.s. 0.018 n.s. Personally involved home working 0.153 * 0.116 * 0.117 * Personally involved flexitime –0.054 n.s. 0.001 n.s. 0.011 n.s. Personally involved part-time work –0.273 *** –0.141 *** –0.129 *** Personally involved job sharing –0.121 * –0.088 n.s. –0.096 *

N of cases 4504 4504 4504

Adjusted R square 0.052 0.145 0.201

Notes: See Table A5.2 in the appendix to this chapterfor full models. * P≤0.05; *** P≤0.001; n.s. not significant.

a_{Personal controls: gender, age, marital status, educational qualifications, place of birth and ethnicity, and} presence/age of children.

b _{Job and hours controls: contract status, trade union membership, tenure, unsocial working hours, long working} hours (over 45 hours per week), professional/managerial occupations, job autonomy and log of hourly earnings. c _{Organisational controls: industrial sector, personal participation in decision making, innovative work practices,} consultation within the organisation, and organisational change in the past two years.