Flexible Work Arrangements and Work–Family Conflict: A Metasynthesis of Qualitative Studies Among Academics

Beigi, Mina; Shirmohammadi, Melika; Stewart, Jim

doi:10.1177/1534484318787628

Cited by 71 publications

(75 citation statements)

References 116 publications

(186 reference statements)

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“…As a desirable outcome intensively pursed by organizations, the above studies indicate that organizations face the dilemma of motivating employees to increase their work engagement while avoiding its dark side. Discovering how managers or organizations can overcome this dilemma, focusing especially on the role of contextual characteristics as a boundary condition for the work engagement and work–family conflict relationship, is of great significance to employee well-being and organizational performance [39].…”

Section: Introductionmentioning

confidence: 99%

Cultural Intelligence and Work–Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory

Zhang

2019

IJERPH

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This study aims to explore the influence mechanism of cultural intelligence on work–family conflict for Chinese expatriates in cross-cultural non-profit organizations. Drawing on conservation of resources theory, this longitudinal study (six-month time lag) is the first to examine cultural intelligence as an antecedent of work–family conflict. The study also examines the mediating role of work engagement and the moderating role of leader–member exchange (LMX) in the cultural intelligence and work–family conflict relationship. The sample comprises 206 expatriate Chinese language teachers working at 45 Confucius Institutes in the US, Canada, and Russia. Results show that cultural intelligence not only reduces work–family conflict but also promotes expatriates’ work engagement. The higher the work engagement, the higher the work–family conflict experienced by expatriates. LMX moderates not only the positive relationship between work engagement and work–family conflict but also the indirect effect of cultural intelligence on work–family conflict through work engagement. Thus, the indirect effect of cultural intelligence on work–family conflict through work engagement is stronger with low (compared to high) LMX. This study’s findings provide implications for managers of cross-cultural non-profit organizations to better understand and solve expatriates’ work–family conflict problem.

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Section: Introductionmentioning

confidence: 99%

Cultural Intelligence and Work–Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory

Zhang

2019

IJERPH

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“…We see that in the presence of TPB (moderator), the influence of FWA usage on engagement did not find a meaningful effect. Individuals who have several opportunities to use their time may or may not make good use of it, which influences how they interpret WFC (Beigi, Shirmohammadi, & Stewart, 2018). The successful management of WFC is gradually becoming a self-management skill (Kossek & Lautsch, 2012).…”

Section: Discussion With Limitations and Future Research Recommendationsmentioning

confidence: 99%

How Flexible Work Arrangements Affects Affective Organizational Commitment, and Work-Life Enrichment in Pakistan’s Service Industry: The Role of Time Planning, Work-Life Conflict, and Engagement

Gill

Siddiqui

2020

HRR

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Work-life balance is now being encouraged in organizations across different cultures. Moreover, amidst the current ‘pandemic’ status of widespread disease COVID-19, its essential for businesses to operate remotely as FWAs response to these challenges. The purpose is to focus on explaining how FWAs induce affective commitment as well as help in achieving work-life enrichment. For this, we proposed a theoretical framework hypothesizing that FWAs reduce work-life conflicts as well as make employees more engaged. The effect of FWAs on these two is also complemented by better time planning. Reduction of conflicts and enhanced engagement would, in turn, increase affective organizational commitment and work-life enrichment. Empirical significance was calculated by performing a survey using a questionnaire to collect data from 300 service sector employees in Pakistan. We determined our results by using structural equation modeling. The results suggested that FWAs are significantly and positively related to affective organizational commitment, engagement, and work-life enrichment, whereas negatively and significantly affect work-life conflict. Moreover, engagement also positively affects enrichment and affective commitment. Surprisingly, work-life conflict seems to positively affect work-life enrichment. Time planning seems to negatively complement the effect of FWAs on work-life conflict whereas, positively affect engagement. This study concludes that positive outcomes are generated by simply providing FWAs and more friendly policies whereby increasing effectiveness and ensuring business success continuity.

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“…Along with my past journal editors, I call for manuscripts that introduce different research methods, particularly, innovative analytical methods. I am thrilled that this issue features a review article using the qualitative meta-analysis approach (Beigi, Shirmohammadi, & Stewart, 2018).…”

Section: Exploring Innovative and Alternative Research Methodsmentioning

confidence: 99%

HRD Scholarship: Trends, Reality, and Opportunities

Jia¹

2018

Human Resource Development Review

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Since assuming the Human Resource Development Review (HRDR) editor's role a year ago, I have become more keenly aware of what has been published in the various Human Resource Development (HRD) journals, particularly, those sponsored by and affiliated with the Academy of Human Resource Development (AHRD). Throughout the years, HRD scholars have made multiple attempts to analyze publications in our journals to identify trends in HRD research, gaps between research and practice, and opportunities for future scholarship. Most recently, at the University Forum for Human Resource Development (UFHRD) 2018 Conference, held in Newcastle, United Kingdom, I was prompted to think, once again, about HRD scholarship when I listened to the results of a bibliometric mapping study conducted by a team of my HRD colleagues (Beigi, Shirmohammadi, Mehdiabadi, & McLean, 2018). Also, during a conversation with a senior HRD scholar at the UFHRD Conference, I was reminded of the influence an editor has on the scope of topics published in the journal, and subsequently, the HRD field. This editorial was motivated for these reasons, with the hope it will stimulate deep selfreflection on what we produce as researchers, as well as evoke some healthy dialogues about what our scholarship means in the new digital world. In the subsequent three sections, I first highlight historical trends of HRD research by synthesizing analytical work conducted by HRD scholars. Following that, I offer a personal analysis of the HRD challenges facing real-world organizations over the past 5 years. I conclude this editorial by suggesting opportunities HRD scholars can tap to maximize the impact of our scholarly work.

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Flexible Work Arrangements and Work–Family Conflict: A Metasynthesis of Qualitative Studies Among Academics

Cited by 71 publications

References 116 publications

Cultural Intelligence and Work–Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory

Cultural Intelligence and Work–Family Conflict: A Moderated Mediation Model Based on Conservation of Resources Theory

How Flexible Work Arrangements Affects Affective Organizational Commitment, and Work-Life Enrichment in Pakistan’s Service Industry: The Role of Time Planning, Work-Life Conflict, and Engagement

HRD Scholarship: Trends, Reality, and Opportunities

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