Bridging the work-family policy and productivity gap: A literature review

This paper uses both qualitative and quantitative methods to examine the relationship between work-family conflict and six work outcomes: performance, turnover, absenteeism, organizational commitment, job involvement, and burnout. Also reviewed are studies on the effects of employer (work-family) policies aimed at reducing such conflict. Policies to aid employees in managing work and family roles can be expensive, and studies show that they are often marginally effective. The review shows that relationships between work-family policies and organizational effectiveness is mixed and their connection to work-family conflict often under-examined. Work-family conflict is a critical link that may shed light on policy impacts. Suggestions on how future studies can build bridges between practitioners and academics and more clearly examine organizational effectiveness links are provided.     

21世纪的大学教育与共生理念

21世纪大学教育应以共生为指导理念。这一理念要求把专业教育与素质教育结合起来,培养"文理融合型"的人才。教养理念起源于古希腊,伴随社会的发展其内涵也不断改变;其核心是在人与自然的关系中人自身的定位;在克服人文主义与科学主义的过程中,通过"哲学的生态、交往论的转换"构建新的人学观,以之为基础进行共生的人才教育与共生专业教育,可以说是21世纪大学教育中缺一不可的。     

At Arm's Length: The Filipina Domestic Helper-Chinese Employer Relationship in Hong Kong

Abstract  This paper aims at examining the influence of the migrant-host group relations on migration networks by analyzing the case of Filipina migration as domestic helpers to Hong Kong. Since the stability of the migrants' relationship with their host group members is a crucial factor in the formation of migration chain, focus is put on the face-to-face relationship between Filipina helpers and Chinese employers.
In regard to the type of helper-employer relationship, two different aspects have been suggested; one is exploitative and the other genial. The exploitative relationship develops when employers take advantage of 'the migrants' less protected legal status, but it is a threat to sustaining stable, long-term employment of the helpers. The genial relationship develops from concern, but it also has the danger of deteriorating the basic employer-employee relationship. In order to avoid these two extremes, the adjusted form of relationship develops, which reduces the strain in the employment relationship by the genial atmosphere, and prevents it from collapsing by providing employers with senior authority in their quasi-familial relationship with their helpers.
This transformed relationship keeps the helper-employer relation stable. preventing it from being endangered by its limited geniality, while encouraging them in mutual trust through moderate friendship. Being based on mutual trust, it also facilitates the development of migration networks by duplicating itself through the kinship networks of both parties.