Most CEOs know that a satisfied workforce yields higher productivity. They also know that retaining employees is better and more cost-effective than dealing with turnover issues like recruitment and training. But do they know that many employees are conflicted about the time they spend at work versus with family?
When a national survey by the Families and Work Institute asked what factors were very important in taking a job, 60 percent of respondents cited “effect on personal/family life.”
Yet the big question still looms: “If we become more family-friendly, will it hurt the bottom line?” Perhaps the better question is, “How does not being family-friendly affect the bottom line?”
CEOs and upper level managers may want to explore these findings from the survey of almost 1,000 working fathers. Updating the Organization Man: An Examination of Involved Fathering in the Workplace was published in the February 2015 Academy of Management Perspectives. It found that fathers who spend more time with their children on a typical day are more satisfied with their jobs and less likely to want to leave their organizations. These men also experience less work-family conflict and greater work-family enrichment.
The survey also revealed that the more hours men devote to their children, the less central their careers are to their identities. This might create some anxiety for management. However, the study’s authors found that involved fathering is not just good for workers. It’s also good for the companies via its positive association with a fathers’ job satisfaction, commitment to their work and lowered intentions to quit.
Previous work/life balance studies show that women experience more on-the-job conflict when they devote more time to their children. Why does spending time with their children equate with good job results for men, but increased conflict for women? The authors surmise that working fathers experience ambiguity around their fathering identity. However, they do not seem to experience threat to their work identities in the same way that mothers do. Perhaps men don’t experience the same level of guilt that working mothers feel. And it’s possible that men don’t view caring for children as a source of stress.
Additionally, on a scale of 1 (not important) to 5 (extremely important), study participants rated the most important aspects of being a good father this way:
Providing love and emotional support received an average rating of 4.6.
Providing discipline and financial security each received a 4.0.
Participating in day-to-day childcare tasks received an average rating of 3.9.
The study’s authors challenge employers to recognize the changes in how men view their roles. Many of today’s fathers desire to be more than the traditional organization men. As men transition from a narrow definition of fatherhood to one that embraces work and family, they must find a happy medium between the two. Doing meaningful work and living meaningful lives enhances their effectiveness, both as workers and caregivers.
It’s encouraging to see from this study that fathers truly see the benefits of being there. Plus, when a company’s bottom line is stronger, imagine the positive impact this has on a man’s family.