Tay Mcnamara
Biographic Data
| ID | 4084003 |
|---|---|
| NAME | Tay Mcnamara |
| GIVEN NAMES | Tay |
| FAMILY NAME | Mcnamara |
| SIGNATURE | MCNAMARA T |
| AFFILIATIONS | Boston College |
| ORCID | 0000-0001-6687-8922 |
| VERIFIED | Yes |
| TOTAL WORKS | 11 |
| TOTAL CITATIONS | 31 |
| WORKS AS AUTHOR | 11 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
A new lens into workplace equity
Purpose The unprecedented exigencies of COVID-19 and the subsequent spotlight on systemic racial, social and economic disparities have brought workplace equity to the forefront of organizational dialogue. These discontinuities set the stage for discussions about possible limitations of traditional diversity, equity and inclusion (DEI) approaches that may have overlooked disparities in specific organizational systems. In response, we conducted an …
Employee Cardiometabolic Risk Following a Cluster-Randomized Workplace Intervention From the Work, Family and Health Network, 2009–2013
Objectives. To examine whether workplace interventions to increase workplace flexibility and supervisor support and decrease work–family conflict can reduce cardiometabolic risk. Methods. We randomly assigned employees from information technology (n = 555) and long-term care (n = 973) industries in the United States to the Work, Family and Health Network intervention or usual practice (we collected the data 2009–2013). We calculated a validated c…
Life course complexities situated in contemporary age demographics
Despite the shifts in age demographics, few studies have explored contemporary perceptions of age-related expectations for work and family life. We examine whether the relationships between the respondents’ personal biographies (such as perceived career stage and gender) and social history (such as country context) affect perceptions of age-related norms. We analyze data from the multi-national 2009–2010 Generations of Talent Study survey to expl…
Relative Age, Supervisor Support and Perceived Work Group Inclusion
Using data from a 2007 survey of employees, we investigated the effects of perceived supervisor age and work-group age composition on supervisor support and work-group inclusion, respectively. We found that employees with lower core self-evaluations reported higher supervisor support if they believed their supervisors were older than they were, but for employees with moderate or high levels of core self-evaluations, the perception of having an ol…
Do options for job flexibility diminish in times of economic uncertainty
This study explores the possibility that the 2008 economic recession affected the availability of flexible work arrangements by comparing two surveys of organizations in the USA, one conducted prior to the recession and the other after its onset. Adaptation and institutional perspectives are contrasted, revealing different expectations for the effects of economic tumult on the availability of flexible work arrangements. Greater support is found f…
Unequal Prospects
In light of the recent financial crisis and changing economic landscape, McNamara and Williamson present and analyze the possibility of working longer. Including a range of potential policies (e.g., further increasing the age of eligibility for full Social Security benefits, allocating more government resources to retraining and job search assistance for older workers), this is one of the major approaches currently being discussed by policy analy…
Gender variation in the antecedents of task advice network size
Research finds gender differences in the size, quality, and consequences of social networks in the workplace. Building on these studies, we focus on one type of social network: task advice networks, which we define as the networks that act as conduits for information and knowledge directly related to work task completion. Using data on over 1300 employees, we test the relationships between task advice network size and two variables – organization…
Looking up to regulations, out at peers or down at the bottom line
Drawing on new institutionalism theory, this study examines the influence of institutional logics, the belief systems that direct decision-makers’ attention to particular sets of issues, on human resource (HR) adaptation to demographic changes. We argue that the prevalence of age-neutral HR management and of age-related HR practices such as age assessment and older worker-targeted practices, are shaped by the strength of the strategic (business c…
Across the continuum of satisfaction with work-family balance
Motivators for and barriers against workplace flexibility
Despite growing interest in workplace flexibility, relatively little is known about how the dynamics of flexible options might differ in for-profit, nonprofit, and public sector organizations. This short report evaluates the relative importance of various barriers against and motivators for flexible options in the public, nonprofit private, and for-profit private sectors using two similar surveys of private sector (2006 National Study of Business…
Generational Equity, Generational Interdependence, and the Framing of the Debate Over Social Security Reform
This article analyzes the differences between the generational equity and generational interdependence conceptual packages used to frame arguments in the debate over policies such as Social Security reform. It begins with a history of the generational equity debate. This is followed by an analysis of the assumptions, values, and beliefs that inform each of these two ideological frames. It presents an analysis of why the generational equity frame …
Looking up to regulations, out at peers or down at the bottom line
Drawing on new institutionalism theory, this study examines the influence of institutional logics, the belief systems that direct decision-makers’ attention to particular sets of issues, on human resource (HR) adaptation to demographic changes. We argue that the prevalence of age-neutral HR management and of age-related HR practices such as age assessment and older worker-targeted practices, are shaped by the strength of the strategic (business c…
Do options for job flexibility diminish in times of economic uncertainty
This study explores the possibility that the 2008 economic recession affected the availability of flexible work arrangements by comparing two surveys of organizations in the USA, one conducted prior to the recession and the other after its onset. Adaptation and institutional perspectives are contrasted, revealing different expectations for the effects of economic tumult on the availability of flexible work arrangements. Greater support is found f…
Generational Equity, Generational Interdependence, and the Framing of the Debate Over Social Security Reform
This article analyzes the differences between the generational equity and generational interdependence conceptual packages used to frame arguments in the debate over policies such as Social Security reform. It begins with a history of the generational equity debate. This is followed by an analysis of the assumptions, values, and beliefs that inform each of these two ideological frames. It presents an analysis of why the generational equity frame …
Across the continuum of satisfaction with work-family balance
Gender variation in the antecedents of task advice network size
Research finds gender differences in the size, quality, and consequences of social networks in the workplace. Building on these studies, we focus on one type of social network: task advice networks, which we define as the networks that act as conduits for information and knowledge directly related to work task completion. Using data on over 1300 employees, we test the relationships between task advice network size and two variables – organization…
Employee Cardiometabolic Risk Following a Cluster-Randomized Workplace Intervention From the Work, Family and Health Network, 2009–2013
Objectives. To examine whether workplace interventions to increase workplace flexibility and supervisor support and decrease work–family conflict can reduce cardiometabolic risk. Methods. We randomly assigned employees from information technology (n = 555) and long-term care (n = 973) industries in the United States to the Work, Family and Health Network intervention or usual practice (we collected the data 2009–2013). We calculated a validated c…
Relative Age, Supervisor Support and Perceived Work Group Inclusion
Using data from a 2007 survey of employees, we investigated the effects of perceived supervisor age and work-group age composition on supervisor support and work-group inclusion, respectively. We found that employees with lower core self-evaluations reported higher supervisor support if they believed their supervisors were older than they were, but for employees with moderate or high levels of core self-evaluations, the perception of having an ol…
Motivators for and barriers against workplace flexibility
Despite growing interest in workplace flexibility, relatively little is known about how the dynamics of flexible options might differ in for-profit, nonprofit, and public sector organizations. This short report evaluates the relative importance of various barriers against and motivators for flexible options in the public, nonprofit private, and for-profit private sectors using two similar surveys of private sector (2006 National Study of Business…
Generational Equity, Generational Interdependence, and the Framing of the Debate Over Social Security Reform
This article analyzes the differences between the generational equity and generational interdependence conceptual packages used to frame arguments in the debate over policies such as Social Security reform. It begins with a history of the generational equity debate. This is followed by an analysis of the assumptions, values, and beliefs that inform each of these two ideological frames. It presents an analysis of why the generational equity frame …
Motivators for and barriers against workplace flexibility
Despite growing interest in workplace flexibility, relatively little is known about how the dynamics of flexible options might differ in for-profit, nonprofit, and public sector organizations. This short report evaluates the relative importance of various barriers against and motivators for flexible options in the public, nonprofit private, and for-profit private sectors using two similar surveys of private sector (2006 National Study of Business…
Unequal Prospects
In light of the recent financial crisis and changing economic landscape, McNamara and Williamson present and analyze the possibility of working longer. Including a range of potential policies (e.g., further increasing the age of eligibility for full Social Security benefits, allocating more government resources to retraining and job search assistance for older workers), this is one of the major approaches currently being discussed by policy analy…
Gender variation in the antecedents of task advice network size
Research finds gender differences in the size, quality, and consequences of social networks in the workplace. Building on these studies, we focus on one type of social network: task advice networks, which we define as the networks that act as conduits for information and knowledge directly related to work task completion. Using data on over 1300 employees, we test the relationships between task advice network size and two variables – organization…
Looking up to regulations, out at peers or down at the bottom line
Drawing on new institutionalism theory, this study examines the influence of institutional logics, the belief systems that direct decision-makers’ attention to particular sets of issues, on human resource (HR) adaptation to demographic changes. We argue that the prevalence of age-neutral HR management and of age-related HR practices such as age assessment and older worker-targeted practices, are shaped by the strength of the strategic (business c…
Across the continuum of satisfaction with work-family balance
Do options for job flexibility diminish in times of economic uncertainty
This study explores the possibility that the 2008 economic recession affected the availability of flexible work arrangements by comparing two surveys of organizations in the USA, one conducted prior to the recession and the other after its onset. Adaptation and institutional perspectives are contrasted, revealing different expectations for the effects of economic tumult on the availability of flexible work arrangements. Greater support is found f…
Life course complexities situated in contemporary age demographics
Despite the shifts in age demographics, few studies have explored contemporary perceptions of age-related expectations for work and family life. We examine whether the relationships between the respondents’ personal biographies (such as perceived career stage and gender) and social history (such as country context) affect perceptions of age-related norms. We analyze data from the multi-national 2009–2010 Generations of Talent Study survey to expl…
Relative Age, Supervisor Support and Perceived Work Group Inclusion
Using data from a 2007 survey of employees, we investigated the effects of perceived supervisor age and work-group age composition on supervisor support and work-group inclusion, respectively. We found that employees with lower core self-evaluations reported higher supervisor support if they believed their supervisors were older than they were, but for employees with moderate or high levels of core self-evaluations, the perception of having an ol…
Employee Cardiometabolic Risk Following a Cluster-Randomized Workplace Intervention From the Work, Family and Health Network, 2009–2013
Objectives. To examine whether workplace interventions to increase workplace flexibility and supervisor support and decrease work–family conflict can reduce cardiometabolic risk. Methods. We randomly assigned employees from information technology (n = 555) and long-term care (n = 973) industries in the United States to the Work, Family and Health Network intervention or usual practice (we collected the data 2009–2013). We calculated a validated c…
A new lens into workplace equity
Purpose The unprecedented exigencies of COVID-19 and the subsequent spotlight on systemic racial, social and economic disparities have brought workplace equity to the forefront of organizational dialogue. These discontinuities set the stage for discussions about possible limitations of traditional diversity, equity and inclusion (DEI) approaches that may have overlooked disparities in specific organizational systems. In response, we conducted an …
Economics (7 works) · Political science (6 works) · Psychology (6 works) · Employment and Welfare Studies (5 works) · Social Psychology (5 works) · Business (4 works) · Engineering (4 works) · Management (4 works) · Sociology (4 works) · Law (3 works)