Susan C Eaton
Biographic Data
| ID | 5752704 |
|---|---|
| NAME | Susan C Eaton |
| GIVEN NAMES | Susan C |
| FAMILY NAME | Eaton |
| SIGNATURE | EATON S C |
| AFFILIATIONS | Harvard University's Kennedy School |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 29 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1994 |
| LATEST PUBLICATION YEAR | 2009 |
| H-INDEX | 1 |
Supervisory approaches and paradoxes in managing telecommuting implementation
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspecti…
Telecommuting, control, and boundary management
Eldercare in the United States
Eldercare, like other forms of care work, is often taken for granted and undervalued. The burdens as well as the failures of providing care for the elderly are often borne disproportionately by women. This paper documents inequality of access and low quality of care for the elderly in the United States. It argues that public funds used to subsidize nursing homes are poorly spent and that profit-maximizing competition in the nursing home industry …
If You Can Use Them
This study links workplace flexibility policies—formal, informal, and perceived usable—to organizational commitment and self‐reported productivity. Professional and technical employees of biotechnology firms were surveyed. Where employees could freely use policies, a positive association with outcomes is found. The article contributes a new measure to capture employees’ organizational experience, relevant to work and family research.
Women and Unions
Supervisory approaches and paradoxes in managing telecommuting implementation
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspecti…
Eldercare in the United States
Eldercare, like other forms of care work, is often taken for granted and undervalued. The burdens as well as the failures of providing care for the elderly are often borne disproportionately by women. This paper documents inequality of access and low quality of care for the elderly in the United States. It argues that public funds used to subsidize nursing homes are poorly spent and that profit-maximizing competition in the nursing home industry …
Women and Unions
If You Can Use Them
This study links workplace flexibility policies—formal, informal, and perceived usable—to organizational commitment and self‐reported productivity. Professional and technical employees of biotechnology firms were surveyed. Where employees could freely use policies, a positive association with outcomes is found. The article contributes a new measure to capture employees’ organizational experience, relevant to work and family research.
Telecommuting, control, and boundary management
Eldercare in the United States
Eldercare, like other forms of care work, is often taken for granted and undervalued. The burdens as well as the failures of providing care for the elderly are often borne disproportionately by women. This paper documents inequality of access and low quality of care for the elderly in the United States. It argues that public funds used to subsidize nursing homes are poorly spent and that profit-maximizing competition in the nursing home industry …
Supervisory approaches and paradoxes in managing telecommuting implementation
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspecti…
Business (4 works) · Economics (3 works) · Management (3 works) · Political science (3 works) · Work-Family Balance Challenges (3 works) · Economic growth (2 works) · Engineering (2 works) · Flexibility (engineering) (2 works) · Job Satisfaction and Organizational Behavior (2 works) · Psychology (2 works)