Posts Tagged ‘work and family’

Reinventing retirement: New pathways, new arrangements, new meanings

January 23, 2013

Special issue and podcast

From Human Relations

This special issue outlines the historical and social context of retirement as a concept and identifies some of the most dramatic broad-based forces of change that in recent years have shaken this established construct to its core. Retirement involves a set of institutional arrangements combined with socio-cultural meanings to sustain a distinct retirement phase in life course and career pathways. The articles outline that recent forces of change may lead to reinvention of retirement. There are factors that must be recognized as having a significant impact such as the fact that life expectancy and health status of adults over 60 has increased dramatically in recent years. Reinvention could involve change to one or more of the institutional arrangements supporting retirement. New financial risks and uncertainties loom large, as national and corporate pension arrangements are reconfigured to deal with ongoing financial turmoil. The special issue considers the future of retirement and emphasises that understanding how retirement pathways are changing, and what is influencing them will remain a challenging research task. Institutional changes will be important, but are far from the only influences.


Female employees benefit from a male CEO’s generosity when he becomes a father, particularly if the first child is a girl

December 5, 2012

Fatherhood and managerial style: How a male ceo’s children affect the wages of his employees

From Administrative Science Quarterly

Motivated by research suggesting that the transition to fatherhood influences a man’s values, this study examined how a male CEO’s newborn child affects the wages of his employees. It used the Database for Labor Market Research (IDA) as the source of data. The IDA contains demographic information on all firms, plants, and individuals in the Danish economy. The research found evidence not only that a male CEO generally pays his employees less generously after fathering a child, but also that this effect is moderated by the gender of the child as well as that of the employee. In particular, a male CEO pays both his female and male employees more generously after the birth of his first daughter and he pays his female employees more generously after the birth of his first child. Thus a female employee benefits doubly from the birth to her CEO of a first daughter who is also the CEO’s first child. It was revealed tmale CEOs tend to pay themselves more after fathering a child, especially if the child is a son. These results are consistent with the hypothesis that a male CEO tends to husband more resources for his own growing family after fathering a child as well as with the hypotheses that the first child activates the CEO’s generosity toward women and that the first daughter activates his generosity toward everyone. The study provides robust, albeit indirect, evidence that social preferences do play an important role in economic life. Future research could focus on different outcome variables, such as investment and acquisition behavior, diversification, competitive strategy, organizational culture, other human resources activities (e.g., hiring, promotion, and termination), and managerial cognition, as well as how a manager might anticipate changes to a competitor’s strategy as a result of changes to the family structure of the competitor’s CEO.


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