The Dominant Logic of Employer-Sponsored Work and Family Initiatives: Human Resource Managers' Institutional Role

This paper argues that concepts from institutional theory and managerial dominant logic can be used to examine human resource managers' institutional role supporting the adoption of employer-sponsored childcare as a form of organizational adaptation to change. Three components of the dominant logic of employer-sponsored childcare were found: management control, environmental, and a coercive component. These components overlap to form an overall management orientation toward employer-sponsored childcare, which are related to management's demographic backgrounds, and their organizational and industry environments. The extent of adoption of employer-sponsored childcare was found to be positively related to (1) the strength of human resource manager's global orientation, and (2) their interpretations of favorable executive attitudes toward employer-sponsored childcare.