As a result, the U.S. management philosophy that expects employees to put work first, ahead of personal lives and family commitments, is becoming less accepted (Alternative). .
In a 2002 survey conducted by the Radcliff Public Policy Center, 82% of men and 85% of women ages 20 to 39 placed family time at the top of their work/life priorities. In a 2002 study by Rutgers University and the University of Connecticut, 90% of working adults said they are concerned they do not spend enough time with their families (Work Hours). These numbers obviously warrant serious attention. .
From both the employer and employee viewpoint, the changing nature of what constitutes family is one of the complications of today's society. With the growing diversity of family structures represented in the workforce in the new millennium, it is important that human resource professionals better understand the interface of work and family relationships and the resulting impact in the workplace. In 2002, research by Parasuraman and Greenhaus documented that segments of the workforce may be subject to unique work/family pressures, yet often have few sources of support. The under-representation of these groups of individuals with potentially difficult types of work/family pressures represents a major gap in work/family research and employers' understanding of their needs (Alternative). Typically, studies have focused on employed men and women who are married or living with a partner of those with children. Omitted from research are single-earner mothers and fathers, single and childless employees with extensive responsibility for eldercare, blended families with children from both partners' prior marriages, families with shared custody of children, and grandparents raising their grandchildren (HR Practices).
In the past three years, an increasing number of employees surveyed indicate they are struggling with work/life balance.