There is a time and a place for work: comparative evaluation of flexible work arrangements in Canada

Dilmaghani, Maryam

doi:10.1108/ijm-12-2019-0555

Cited by 28 publications

(41 citation statements)

References 55 publications

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“…Notably, home-based teleworking allowed employees to improve their work–life balance, although women and families with children did experience more conflicts (Rodríguez-Modroño & López-Igual, 2021). Dilmaghani (2021) reasoned that the positive associations between flexible working arrangements like telework and work–life balance satisfaction were stronger among men and women without children. They further identified that employees with both flextime and flexplace only experienced significantly higher job and work–life balance satisfaction than employees without any flexible work options (Dilmaghani, 2021).…”

Section: Resultsmentioning

confidence: 99%

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

Elbaz¹,

Richards²,

Savard³

2023

Canadian Psychology / Psychologie canadienne

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Telework, a work modality that allows employees to work outside the boundaries of an office through information and communication technologies, is rising. As the COVID-19 pandemic imposed social distancing regulations, alternative ways to work are growing in popularity. However, given the rapid growth of telework and the interest by employees to continue using this mode of operation, examination of the available literature is essential to guide future work. The current scoping review aimed to examine the effects of telework on employees' work and nonwork domains. Key attention was given to the effects on work-life balance. Under the umbrella of work-life balance, consequences on psychological health and performance were also examined. Six databases were consulted to gather articles published between January 2020 and December 2021. A total of 42 articles from Asia, Europe, North and South America, as well as Oceania, were included. Heterogenous findings were identified with regard to work-life balance and psychological health and these inconsistencies seemed to depend on moderating factors such as biological sex, boundary management strategies, and frequency of telework to name a few. Performance seemed to benefit the most from telework, albeit some exceptions (e.g., having pets, young children, or dependents) seemed to affect it negatively. We conclude that telework may not be beneficial for all and that a more thorough understanding of how teleworking can impact employees' various personal and private domains is further required. Public Significance StatementDue to COVID-19, the environments that employees must work in have changed. Teleworking may at first glance offer a potential solution to help workers gain more control over both their work and family lives; however, various factors may affect the ensuing work-life balance. Future research is needed to explore how these effects will unfold in the current context of adaptation to the massive use of telework.

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Section: Resultsmentioning

confidence: 99%

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

Elbaz¹,

Richards²,

Savard³

2023

Canadian Psychology / Psychologie canadienne

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“…Social exchange theory states that employees are ready to offer their labor and loyalty in return for the economic and social benefits offered by the organization in the employee-employer relationship [ 43 ]. Social exchange theory proposes that flexible work arrangements will reciprocate the employer’s effort by generating a sense of gratitude in employees, demonstrating higher motivation and loyalty for their work [ 44 ]. The commitment-trust theory argues that when commitment and trust exist together, there will be increased efficiency, productivity and efficiency in the work environment [ 43 ].…”

Section: Introductionmentioning

confidence: 99%

The relationship of work engagement with job experience, marital status and having children among flexible workers after the Covid-19 pandemic

et al. 2022

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The COVID-19 pandemic has brought about serious consequences in business world practices. Among these, flexible working policies have increased to a great extent. This has resulted in serious problems in the work-life balance. In this context, conditions such as having children and marital status have been important factors that can affect work engagement among flexible workers in the post pandemic era. Therefore, this study investigates the relationship of marital status, job experience and having children with work engagement among white-collar workers who work in flexible hours. Data is collected through surveys from 199 flexible working employees. ANOVA and T-tests were employed to analyze the data. The results indicate that only one of the sub-dimensions of work engagement–namely absorption- changes according to their marital status, and yet, the work engagement is not related to having children. In addition, it is seen that there is a significant relationship between job experience and work engagement.

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“…In contrast to telework, a flexible schedule is a non‐negligible positive predictor of job satisfaction, for both men and women. Similarly contrasting patterns between telework and flexible schedule have been reported regarding work–life balance satisfaction (Dilmaghani, 2020). Finally, the ease of taking time off for family matters is a statistically significant and positive predictor of job satisfaction for both men and women, with similar coefficients.…”

Section: Resultsmentioning

confidence: 73%

“…Despite that, the evidence supporting the positive effects of flexible work arrangements on employee well‐being, especially their job satisfaction, is compelling (Golden & Veiga, 2005; Gajendran & Harrison, 2007; Chung & Van der Lippe, 2020). There are also growing evidence regarding the greater impact of flexibility on female satisfaction with work‐related outcomes (Okulicz‐Kozaryn & Golden, 2018; Dilmaghani, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

Revisiting the gender job satisfaction paradox: The roots seem to run deep

Dilmaghani

2021

Brit J Industrial Rel

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Using the Canadian General Social Survey of 2016, a large nationally representative dataset, this article estimates the gender job satisfaction gap. This unique dataset allows to control for nearly all the variables previously suggested to explain the well-documented higher job satisfaction of women, such as task characteristics, job flexibility and the quality of social relations at work. Accounting for all these variables, the gender gap in favour of women remains in the aggregate sample. But, when the sample is partitioned by age and educational attainment, among the youngest and the most educated workers, the gender job satisfaction gap is found to be statistically insignificant. In addition, these data allow for the inclusion of subjectively experienced intrinsic job rewards, such as sense of pride and accomplishment from work, rarely available in social surveys. With the inclusion of these variables, the gender job satisfaction gap loses its statistical significance across all age groups and educational attainment levels, except for those with a graduate university degree. For the latter group, the gender job satisfaction gap is actually reversed in favour of men. Consistently, an Oaxaca-Blinder decomposition of the gender job satisfaction gap indicates that the 'explained' component of the gender gap substantially increases with the inclusion of intrinsic job rewards. The implications are discussed.

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There is a time and a place for work: comparative evaluation of flexible work arrangements in Canada

Cited by 28 publications

References 55 publications

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

The relationship of work engagement with job experience, marital status and having children among flexible workers after the Covid-19 pandemic

Revisiting the gender job satisfaction paradox: The roots seem to run deep

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