What Contributes to Non-Beneficial Employees' Perceptions and Attitudes toward Work-Life Balance : Referring to Non-Beneficiaries' Attitudes toward Positive Action

オンケイ　ヲ　ウケナイ　ジュウギョウイン　ニモ　ハイリョ　シタ　ワーク　ライフ　バランス　シエン　ニ　モトメラレル　モノ　ポジティブ　アクション　ニ　タイスル　ヒジュエキシャ　ノ　シンリ　ヲ　テガカリ　トシタ　コウサツ

ホソミ, マサキ

Hosomi, Masaki

The Economic Society of Osaka University

オオサカ　ダイガク　ケイザイ　ガッカイ

ポジティブ・アクション

組織的公正

Work-Life Balance

Positive Action

Organizational Justice

Work–life balance (WLB) is important not only for dual career couples but also for all employees, because WLB practices are considered beneficial for an employee’s health, job attitudes and performances. However, few studies have been focused on perceptions and attitudes of non-beneficial co-workers who don’t use WLB practices in the workplace. More studies are needed on what contributes to non-beneficial employees’ perceptions and attitudes toward WLB to make the practices more usable for employees and improve organizational performance as well. This study examines crucial factors that affect non-beneficial co-workers’ perceptions and attitudes toward WLB practices, utilizing findings surveyed from previous studies concerning employees’ perceptions and attitudes toward positive action (PA). Both WLB and PA are similar HRM practices in a way that employees can be divided into beneficiaries and the non-beneficiaries. Factors that affect an employee’s attitudes toward PA are classified as follows; an employee’s belief, perceptions about PA measures and fairness perceptions. The same classification can be applied to attitudes toward WLB. As for an employee’s belief, this study indicates that such factors as gender consciousness and/or prejudices can affect non-beneficial co-workers’ attitudes toward WLB practices. As for an employee’s perceptions about WLB practices, the degree of support for practices can vary according to an employee’s personal needs. As for fairness perceptions, all of distributive fairness, procedural fairness, and interactional fairness can affect non-beneficial co-worker’s attitudes toward WLB practices.