This line of research consists of studying the antecedents and consequences of human resource policies aimed at the reconciliation of work and family. We are especially interested in the interaction between policies and organizational culture.

More specifically we will examine:

1. The reasons behind the adoption and implementation of these policies; the design of a typology of firms in function of their reaction patterns and policy configurations.

2. The difficulties experienced in the design and implementation of these policies, and more specifically resistance from managers, employees, labor unions, and other critical stakeholders.

3. The impact of the organizations' efforts (policy formulation, communication, training, work practices) on the utilization of policies by employees.

4. The factors hindering or enhancing the creation of a family-supportive culture in the firm, and the role of the manager as a carrier of the culture, as well as a change agent in the creation of more supportive culture.

5. Innovative best practices in firms.

6. The diffusion of policies and culture across the organization and beyond, from department to department, and from headquarters to subsidiaries and vice versa.

7. The impact of the presence of family-responsible policies on the firms' profitability, productivity, and attraction on the labor market.