Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters

Masuda, Aline D.; Poelmans, Steven; Allen, Tammy D.; Spector, Paul E.; Lapierre, Laurent; Cooper, Cary L.; Abarca, Nureya; Brough, Paula; Ferreiro, Pablo; Fraile, Guillermo; Lu, Luo; Lu, Changqin; Siu, Oi Ling; O’Driscoll, Michael P.; Simoni, Alejandra Suarez; Shima, Satoru; Moreno-Velázquez, Ivonne

doi:10.1111/j.1464-0597.2011.00453.x

Cited by 201 publications

(200 citation statements)

References 52 publications

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“…Haar 2008;Behson 2005), or have even found that FWPs decrease organizational attachment (e.g. Masuda et al 2012). Hence, a meta-analytic summary is important to provide clear insights on the links between FWPs and organizational attractiveness and organizational attachment, respectively.…”

Section: Introductionmentioning

confidence: 99%

Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

Onken-Menke

Nüesch

Kröll

2017

Bus Res

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This meta-analysis investigates how three flexible work practices (FWPs), flexible work schedules, telecommuting and sabbaticals, affect organizational attractiveness for job seekers and the organizational attachment of employees. Based on organizational support theory and signalling theory, we conjecture that anticipated organizational support mediates the positive relationship between FWPs and organizational attractiveness. Applying the conservation of resources theory, we suggest that FWPs increase organizational attachment through increased perceived autonomy. Meta-analytic results based on 68 studies and 52,738 employees indicate that FWPs increase organizational attractiveness and that the positive effects are partially mediated by anticipated organizational support. We also find that flexible work schedules and sabbaticals (but not telecommuting) increase organizational commitment and that all FWPs decrease turnover intention. Furthermore, these effects are partially mediated by perceived autonomy. Implications for practice and future research are discussed.

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Section: Introductionmentioning

confidence: 99%

Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

Onken-Menke

Nüesch

Kröll

2017

Bus Res

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“…Differences in psychological well-being have often been linked to different occupational groups (Batinic, Selenko, Stiglbauer, & Paul, 2010;Masuda et al, 2012). If some organizational and task related characteristics (e.g.…”

Section: Work Alienation and Occupational Statusmentioning

confidence: 99%

Correlates of work-alienation and positive job attitudes in high- and low-status workers

Fedi

Pucci

Tartaglia

et al. 2016

CDI

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Purpose -The concept of alienation boasts a long history in the academic literature.However, their empirical relations are not clear. The present study aimed at testing a model of correlates of alienation. Since occupational status plays a key role in alienation processes, such model was tested with high and low-status workers.Design/Methodology/Approach -Participants were 340 workers holding high-status (N=98) and low-status (N=242) positions. Data was collected through a self-report questionnaire. We verified the hypothesized relationships by means of a structural equation modeling, simultaneously tested on high-and low-status workers.Findings -Results showed that individual determinants of alienation, i.e. locus of control, appear to play a more relevant role for high-status professionals, whereas organizational dimensions, i.e. perception of decision making, have an impact only for low-status workers. Relational variables, i.e. work-family conflict, fostered alienation, regardless the status. Concerning outcomes, alienation decreased both job satisfaction and job involvement. Research limitations/implications -The specificities of the cultural context have to be considered. Generalising our results to other cultural contexts requires caution.Practical implications -Work alienation has a negative influence on work attitudes that can be better managed by the knowledge of alienation's correlates and peculiarities.Originality/Value -The study confirms the relevance of alienation for workers' satisfaction and involvement highlighting the difference between high and low-status workers.

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“…A theoretical perspective that explains the employer's perceptions on workplace flexibility for workers has been presented by institutional theory (Masuda et al, 2012), which postulates that organizations must adapt to pressures from the environment, such as cultural expectations.…”

Section: Theories and Models Of Workplace Flexibilitymentioning

confidence: 99%

Workplace Flexibility across the Lifespan

Bal¹,

Jansen²

2016

Research in Personnel and Human Resources Management

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As demographic changes impact the workplace, governments, organizations and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This paper presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits.Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The paper ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.Flexibility can be regarded as one the key concepts of the contemporary workplace (Bird, 2015). Organizations try to become more flexible and adaptable to ever changing economic circumstances (Volberda, 1996; Way et al., 2015), while employees are expected to be more flexible in how they approach their jobs and careers (Hill et al., 2008a). Moreover, employees are increasingly looking for more flexibility in how they balance their work with their personal lives (Allen, Johnson, Kiburz, & Shockley, 2013;Ferguson, Carlson, & Kacmar, 2015), and in how they develop their careers (Moen & Sweet, 2004). Finally, governments across the world have increasingly responded to these trends by declaring flexibility the keyword for the future workforce and workplace (Johnson, 2011). In all these instances the denotation 'flexibility' refers to a different object and consequently has a different meaning. 3It is not surprising that the increasing popularity of the allegedly multi-interpretational term flexibility has coincided with rapid demographic changes in the workforce, including the aging of populations across the world (Kooij, 2015;Zacher, 2015). These demographic changes have caused governments, organizations, and employees to take a different position in how work and careers are both conceived and realized when life expectancy will rise to 100 years and above. However, current retirement systems are largely based on people retiring at 65 years (Wang & Shultz, 2010). One of the more immediate consequences of the aging population is that the ratio of working vs. non-working people is declining rapidly, causing more non-working people to be dependent upon a smaller number of people in jobs (Johnson, 2011). As these changes have put greater pressure on the affordability of pensions in many countries worldwide, governments have been engaging in the process of stimulating longer careers and ceasing with financially supporting early retirement. However, whereas the need for people to work beyond retirement has increased...

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Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters

Cited by 201 publications

References 52 publications

Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

Correlates of work-alienation and positive job attitudes in high- and low-status workers

Workplace Flexibility across the Lifespan

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