CFR can be considered an innovative approach of business ethics and an essential component of CSR (Tomaselli 2019) whose theoretical framework is based on the idea that families and firms are “common goods” (Pulvirenti 2013). CFR policies posit a supportive corporate culture and find a fertile ground in companies that consider human capital, trust, and reciprocal loyalty (Roehling et al. 2001) as drivers of social and economic value. Drawing from the theory of human ecology CFR calls for a change of the cultural context through policies affecting both the individual and the organizational level aimed to balance and reconcile family and work life needs. On the one hand, the work-family conflict and stress in managerial and dual career-families require a work-family decision making in individuals and firms. On the other hand, it implies that companies implement human resources policies based on CFR initiatives (such as the experimentation with flexible incoming and outgoing timetables; vertical and horizontal part-time; job sharing; job rotation; smart work; professional and personal counseling, etc.) to change the organization culture and pursue a company management model familiarly responsible.

Corporate Family Responsibility

Del Baldo, Mara
2020-01-01

Abstract

CFR can be considered an innovative approach of business ethics and an essential component of CSR (Tomaselli 2019) whose theoretical framework is based on the idea that families and firms are “common goods” (Pulvirenti 2013). CFR policies posit a supportive corporate culture and find a fertile ground in companies that consider human capital, trust, and reciprocal loyalty (Roehling et al. 2001) as drivers of social and economic value. Drawing from the theory of human ecology CFR calls for a change of the cultural context through policies affecting both the individual and the organizational level aimed to balance and reconcile family and work life needs. On the one hand, the work-family conflict and stress in managerial and dual career-families require a work-family decision making in individuals and firms. On the other hand, it implies that companies implement human resources policies based on CFR initiatives (such as the experimentation with flexible incoming and outgoing timetables; vertical and horizontal part-time; job sharing; job rotation; smart work; professional and personal counseling, etc.) to change the organization culture and pursue a company management model familiarly responsible.
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11576/2691310
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