This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies. Our thanks to three anonymous reviewers for valuable comments on earlier versionsof this article and to Becky Metz and Jenni Brumm for their assistance in survey administration and data entry. The authors gratefully acknowledge the University of Wisconsin Oshkosh, College of Business Administration, for financial support for this project. Correspondence and requests for reprints should be addressed to Barbara Rau, College of Business Administration, 800 Algoma Boulevard, University of Wisconsin Oshkosh, Oshkosh, WI 54901; rau@uwosh.edu. COPYRIGHT 0 2002 PERSONNEL PSYCHOLOGY, INC.

Based on theoretical perspectives from the work/family literature, this study tested a model for examining expatriate families' adjustment while on global assignments as an antecedent to expatriates' adjustment to working in a host country. Data were collected from 110 families that had been relocated for global assignments. Longitudinal data, assessing family characteristics before the assignment and cross-cultural adjustment approximately 6 months into the assignment, were coded. This study found that family characteristics (family support, family communication, family adaptability) were related to expatriates' adjustment to working in the host country. As hypothesized, the families' cross-cultural adjustment mediated the effect of family characteristics on expatriates' host-country work adjustment.

This study examined the effects of team decision accuracy, team member decision influence, leader consideration behaviors, and justice perceptions on staff members' satisfaction with the leader and attachment to the team in hierarchical decision-making teams. The authors proposed that staff members' justice perceptions would mediate the relationship between (a) team decision accuracy, (b) the amount of influence a staff member has in the team leader's decision, and (c) the leader's consideration behaviors and staff attachment to the team and satisfaction with the leader. The results of an experiment involving 128 participants in a total of 64 teams, who made recommendations to a confederate acting as the team leader, generally support the proposed model.

Using the scarcity and enhancement paradigms, this study examined whether high involvement in both work and home roles would be related to negative or positive outcomes for individuals. Data were collected from 356 working adults through an online survey. Work involvement and home involvement and their interaction were hypothesized to be related to time-, strain-, and behavior-based work-to-home and home-to-work conflict and positive affective and instrumental work-to-home and home-to-work spillover. Both work and home involvement had statistically significant positive relationships with positive spillovers. The interaction terms between work and home involvement were unrelated to the dependent variables. Overall, the results were supportive of a more positive enhancement view of involvement in multiple domains.