Work–Life Flexibility for Whom? Occupational Status and Work–Life Inequality in Upper, Middle, and Lower Level Jobs

Kossek, Ellen Ernst; Lautsch, Brenda A.

doi:10.5465/annals.2016.0059

Cited by 253 publications

(224 citation statements)

References 226 publications

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“…Such expectations clash with those of being an involved father, and men who request flexibility for caring purposes may be seen as deviating from this expectation, as well as deviating from gender norms, because work devotion is tightly linked to masculine identity (Borgkvist et al, ; Williams et al, ). Although higher‐status workers such as managerial and professional men are more likely to have access to flexibility (Atkinson & Hall, ; Kossek & Lautch, ), they are also less likely to use it because of normative expectations around long working hours and presenteeism at the workplace (Burnett et al, ; Kaufman & Almqvist, ).…”

Section: Resultsmentioning

confidence: 99%

Fathering and Flexible Working Arrangements: A Systematic Interdisciplinary Review

Ewald

Gilbert

Huppatz

2020

J of Family Theo & Revie

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Much of the existing literature and research in the area of fathers' flexible work has been disciplinary specific, resulting in a fragmented understanding of the topic. The objective of this systematic review is to overcome some of the limitations of the existing body of literature by adopting an interdisciplinary approach and exploring the dominant themes in the literature across disciplines surrounding flexible working arrangements, including parental leave, for fathers. The content of 121 articles from the years 2008–2019 was analyzed using thematic synthesis to identify recurring themes, which resulted in the development of four top‐level themes—gender norms and ideals, a failure of policy, incompatible workplace norms and expectations, and social class and flexibility—and a primary theme, the invisible and stigmatized father in the workplace. The findings suggest that men's caring responsibilities need to become more visible in the workplace via changes to practice and policy.

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Section: Resultsmentioning

confidence: 99%

Fathering and Flexible Working Arrangements: A Systematic Interdisciplinary Review

Ewald

Gilbert

Huppatz

2020

J of Family Theo & Revie

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“…Moreover, prior research has reported that employee‐centered FWAs may benefit lower‐level employees the most whereas employer‐centered FWAs may hurt them the most, due to “involuntary income and benefits loss” (Kossek & Lautsch, ). Although we control for a number of occupational categories, we do not focus on heterogeneity across occupational groups.…”

Section: Discussionmentioning

confidence: 99%

“…FWAs are working practices that allow more control with regard to where, when, and how work is done (Chung & van der Horst, 2018;de Menezes & Kelliher, 2017;Kossek & Lautsch, 2018), such as flexitime, compressed hours, and work from home. Building on this definition, Kossek and Lautsch (2018) further add the dimensions of how much work is done, referring to practices such as part-time, term-time, and job sharing (Chung & van der Horst, 2018), and for how long work is done, referring to practices such as parental or sick leave.…”

Section: Fwa Typesmentioning

confidence: 99%

“…Many organizations have turned their attention to flexible working arrangements (FWAs), such as flexitime, job sharing, and work from home (Kelly & Moen, ; Kossek & Lautsch, ). FWAs are commonly used as a tool to enable employee flexibility, with the objective to improve well‐being, work–life balance, and firm performance (Anderson, Coffey, & Byerly, ; de Menezes & Kelliher, ; Ortega, ; Schieman, Milkie, & Glavin, ).…”

Section: Introductionmentioning

confidence: 99%

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Examining the link between flexible working arrangement bundles and employee work effort

Avgoustaki

Bessa²

2019

Human Resource Management

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Empirical evidence regarding the link between flexible working arrangements (FWAs) and work effort is mixed, with the literature showing that some practices are linked to more while others to less work effort. In this study, we argue that this discrepancy may be due to the existence of different types of FWA bundles with potentially distinct effects on work effort. Using Understanding Society, a British national survey, and building on theories related to social exchange, the study examines the link between employee‐centered and employer‐centered FWA bundles, and work effort. This study further tests whether these relationships differ depending on employees' family responsibilities. Based on a sample of 13,834 employees, results show that both employee‐centered and employer‐centered FWA bundles are negatively associated with work effort, and findings for the latter bundle are more pronounced. These negative associations are somewhat stronger for employees with fewer family responsibilities. We infer that employees appear to use employee‐centered FWAs for their intended purpose, that is, to balance life and job demands, while they might perceive employer‐centered FWAs as unfair, resulting in less work effort in an attempt to restore fairness.

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“…A review study divided performance into task and contextual performance and revealed that transformational leadership, organizational justice, work engagement, and public service motivation have direct effects on both performance (Jankingthong and Rurkkhum, 2012). Study on occupational status and work-life flexibility for different types of job level such as upper, middle, and lower showed that the worker performance variation also influenced by different types of flexibility form (Kossek & Lautsch, 2018).…”

Section: Literature Reviewmentioning

confidence: 99%

Performance Variation with time of Apparel Sewing Workers: A Case Study

Iqbal

Ali

Haque

et al. 2018

ESJ

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The purposes of this case study is to analyze and identify the variation of sewing workers' performance of the apparel industry with respect to working hours in a day and different working days; and find out possible solutions to overcome these variations. Data was collected following the theory of work study and then statistical hypothesis test such as two-way ANOVA was done to uncover the variations within the work station relative to working hours and working days and the variations were occurred in around 70% work stations whereas 53% stations faced variation in hourly only. Furthermore, the findings were analyzed by Delphi technique with a group of experts to identify the causes and the corresponding solutions. The Delphi experts group used a cause and effect diagram to identify the causes and finally suggested short-term and long-term solutions.

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Work–Life Flexibility for Whom? Occupational Status and Work–Life Inequality in Upper, Middle, and Lower Level Jobs

Cited by 253 publications

References 226 publications

Fathering and Flexible Working Arrangements: A Systematic Interdisciplinary Review

Fathering and Flexible Working Arrangements: A Systematic Interdisciplinary Review

Examining the link between flexible working arrangement bundles and employee work effort

Performance Variation with time of Apparel Sewing Workers: A Case Study

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