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Work-family research has demonstrated that a significant proportion of employed parents experience some or a great deal of difficulty coordinating employment and family demands (see review by Friedman, 1987; Hughes however, such research typically focuses on how individuals and families manipulate employment and family demands in an attempt to create patterns of relationships and activities that are manageable (see reviews by Hansen, 1991; Menaghan Menaghan Kamerman McCroskey, 1982; Voydanoff, 1987). Discussions of supportive or workplaces typically focus on three types of coping resources that may be valuable to employees: (a) family-friendly organizational culture, (b) supportive supervisory practices, and (c) available family-oriented benefits. Organizational culture. Organizational culture refers to the philosophy or set of expectations or beliefs characteristic of the business organization. The classification of an organization's culture as family friendly implies that its over-arching philosophy or belief structure is sensitive to the family needs of its employees and is supportive of employees who are combining paid work and family roles. …
Warren et al. (Sat,) studied this question.