Quantitative research has reported variable and inconsistent findings regarding the relationship between flexible work arrangements (FWA) and work-family conflict (WFC). In this paper, we address this inconsistency through the lens of qualitative research. We synthesise the findings of 45 qualitative studies from a variety of disciplines that have explored work-family interface (WFI) among academics whose profession offers high levels of FWA by nature. Analyzing the findings of these qualitative studies, we developed six themes, of which five could be translated to moderators of the relationship between FWA and WFC. These moderator variables are boundary management preferences, time management skills and approach, career/family stage, nature of an academic job, and workplace culture.Our findings have theoretical, methodological, and practical implications for work-family and HRD scholars and practitioners motivated to improve the quality of employees' work-life through initiation of FWA interventions.

No abstract

In a qualitative study, 28 distinguished academics (DAs) and eight of their spouses discussed career success in the boundaryless career contest. A boundaryless career is one that is based on independence rather than dependence on traditional organizational arrangements. The participants described career success in terms of why, how, and with whom. In describing the "why" of their work, the DAs were strongly driven in their research careers and explorations, believed that their academic field and research had become part of their identity, and took advantage of opportunities as they arose. As for the "how" or their approach to work, the DAs adopted a "blue ocean" strategy by seeking out research areas that were unexplored. They also emphasized the importance of remaining active and updated, prioritizing, and developing positive work habits. "With whom" referred to mentoring graduate students who would become future collaborators, international networking, and receiving full support from spouses. These three dimensions of career success-why, how, and with whom-operated in a linked manner. (87 ref)

The extensive interest in the work-nonwork interface over the years has allowed scholars from multiple disciplines to contribute to this literature and to shed light on how professional and personal lives are related. In this paper, we have identified 48 terminologies that describe the interface or relationship between work and nonwork, and have organised them into mature, intermediate, and immature categories according to their stage of development and theoretical grounding. We also provide a taxonomy that places work-nonwork interface terminologies into a matrix of six cells based on two dimensions:(1) type of nonwork being narrow or broad; and (2) nature of the mutual impact of work and nonwork domains on one another, characterising the impact as negative, positive, or balanced. The type of nonwork dimension was informed by Frone's (2003) classification of employees' lives into multiple subdomains; the mutual impact dimension was informed by frameworks that organised the literature in part by negative, positive, and balanced work-nonwork interface constructs (e.g., Allen, 2012; Greenhaus & Allen, 2011). Theoretical contributions of the proposed taxonomy are discussed along with suggestions on important avenues for future research.

Globalization has led to an increase in international mobility in many occupational fields. Therefore, scholars from a variety of disciplines have studied the topic of skilled migration. The purpose of this study is to review and synthesize the empirical research on skilled migrants' qualification-matched employment across multiple disciplines.Skilled migrants are people on the move who possess university degrees or extensive work experience in professional fields when they leave their countries of origin to seek employment elsewhere. This review synthesizes findings of 106 empirical studies published from 1990 to mid-2017 on skilled migrants' employment. We develop a conceptual model that includes antecedent conditions associated with skilled migrant qualification-matched employment in their host country and its outcomes. We also highlight the role of multi-level factors and moderating variables associated with skilled migrants' possibility of obtaining qualification-matched employment. Our review has implications for human resource scholars and practitioners concerned with skilled migrants' employment and labor market.