THE DOMINANT LOGIC OF EMPLOYER-SPONSORED WORK AND FAMILY INITIATIVES - HUMAN-RESOURCE MANAGERS INSTITUTIONAL ROLE

This paper argues that concepts from institutional theory and manageri al dominant logic can be used to examine human resource managers' inst itutional 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: manage ment control, environmental, and a coercive component. These component s overlap to form an overall management orientation toward employer-sp onsored childcare, which are related to management's demographic backg rounds, and their organizational and industry environments. The extent of adoption of employer-sponsored childcare was found to be positivel y related to (1) the strength of human resource manager's global orien tation, and (2) their interpretations of favorable executive attitudes toward employer-sponsored childcare.