31 Organizational Predictors of Work-Family Practices E. Anne Bardoel and Phyllis Tharenou Monash University, Caulfield, Victoria Simon A. Moss Monash University, Clayton, Victoria This study used Oliver’s (1991) five predictors of strategic responses to develop hypotheses regarding organizational characteristics associated with the pro- vision of work-family practices. Specifically, the influences investigated were organizational size, the percentage of women in the organization, age of the workforce in the organization, public versus private sector ownership, and track record in human resource management. A survey was administered to 217 employees. Each respondent provided the work-family practices of the organization in which they were employed. The evidence from this sample indicated that large organizations are better able to provide a broad base of work-family benefits than smaller organizations. Larger organizations tended to adopt more policies pertaining to individual support (e.g. personal coun- selling, relocation assistance), leave, life-career strategies, and also child- and dependant-care benefits than smaller organizations. Similarly, organizations with a perceived superior HRM record than others were found to implement more flexible work options, individual growth, and life-career policies. As in many western societies, organizations in Australia are becoming increasingly interested in the provision of practices to assist the work-family relationship (Kramar, 1997; Spearitt & Edgar, 1994). Abbott, De Cieri and Iverson (1998) estimate turnover costs possibly associated with work-family conflict could be as high as $75 000 per employee. Australian companies have experienced a recent growth of family-friendly policies including, maternity and parental leave, flexitime, on-site childcare, child and eldercare referral services (Spearitt & Edgar, 1994). The main factors that have sparked this interest include demographic changes, changing family values, changing business needs, recognition of overlapping roles of work and family in published research, and govemment legislative changes (Spearitt & Edgar, 1994). Much of the research undertaken in the work and family sphere has focused on individuals in organizations and how particular work and family policies may affect certain individual work behaviours or attitudinal measures, such as absenteeism or satisfaction (Zedeck & Mosier, 1990). This study will explore the organizational char- acteristics that are associated with the provision of work-family practices, thus pre- senting an organizational perspective to the issue of work-family practices. Work-