10.2190/3GWJ-LMHE-AJMG-MXC6 3GWJLMHEAJMGMXC6 183 WORK-FAMILY BENEFITS: WHAT WOMEN WANT AND NEGOTIATORS SHOULD KNOW 183 197 20031029 20031029 20031029 20031029 3GWJLMHEAJMGMXC6.pdf http://baywood.metapress.com/link.asp?target=contribution&id=3GWJLMHEAJMGMXC6 2 HERVÉ QUENEAU MICHAEL MARMO Xavier University, Cincinnati, Ohio and, Laboratoire Georges Friedmann (University of Paris I, Pantheon-Sorbonne/CNRS) Xavier University, Cincinnati, Ohio As the number of women in the labor force has increased dramatically in recent years, so has the significance of work-family issues as subjects of contract negotiations. Although public employers increasingly offer work-family benefits, there is little research examining the determinants of employee preferences for such perquisites. To help fill this void, our article has two objectives. First, it analyzes the extent to which preferences for different work-family benefits among women employees at a public university in the lower Midwest are related to sociodemographic and job-related factors. Second, we discuss the implications of these findings for union and management negotiators. J. T. Bond, E. Galinsky, and J. E. Swanberg, The 1997 National Study of the Changing Workforce, Families and Work Institute, New York, 1998. M. R. Frone and J. K. Yardley, Workplace Family-Supportive Programmes: Predictors of Employed Parents' Importance Ratings,Journal of Occupational and Organizational Psychology, 69:4, pp. 351-366, 1996. A. C. Crouter and B. Manke, The Changing American Workplace: Implications for Individuals and Families, Family Relations, 43:2, pp. 117-124, 1994. E. E. Kossek, Diversity in Child Care Assistance Needs: Employee Problems, Preferences, and Work-Related Cultures, Personnel Psychology, 43:4, pp. 769-791, 1990. E. E. Kossek and C. Ozeki, Work-Family Conflict, Policies, and the Job-Life Satisfaction Relationship: A Review and Directions for Organizational Behavior-- Human Resources Research, Journal of Applied Psychology, 83:2, pp. 139-149, 1998. S. L. Grover and K. J. Crooker, Who Appreciates Family-Responsive Human Resource Policies: The Impact of Family-Friendly Policies on the Organizational Attachment of Parents and Non-Parents, Personnel Psychology, 48:2, pp. 271-288, 1995. F. Lunenburg, Collective Bargaining in the Public Schools: Issues, Tactics, and New Strategies, Journal of Collective Negotiations in the Public Sector, 29:4, pp. 259-272, 2000. H. N. Fullerton, Jr., Labor Force Projections to 2008: Steady Growth and Changing Composition, Monthly Labor Review, 122:11, pp. 19-32, 1999. J. M. Najita and J. L. Stern (eds.), Collective Bargaining in the Public Sector: The Experience of Eight States,M. E. Sharpe, New York, 2001. B. M. Rubin, R. S. Rubin, and R. A. Rolle, Successful Collaborative Management and Collective Bargaining in the Public Sector: An Empirical Analysis, Public Productivity and Management Review, 22:4, pp. 517-536, 1999. S. A. Lobel, B. K. Googins, and E. Bankert, The Future of Work and Family: Critical Trends for Policy, Practice, and Research, Human Resource Management, 38:3, pp. 243-254, 1999. J. E. Perry-Smith and T. C. Blum, Work-Family Human Resource Bundles and Perceived Organizational Performance, Academy of Management Journal, 43:6, pp. 1107-1117, 2000. S. J. Lambert, Added Benefits: The Link Between Work-Life Benefits and Organizational Citizenship Behavior, Academy of Management Journal, 43:5, pp. 801-815, 2000. P. Osterman, Work/Family Programs and the Employment Relationship, Administrative Science Quarterly, 40:4, pp. 681-700, 1995. D. W. Hosmer and S. Lemeshow, Applied Logistic Regression, Wiley, New York, 1989.