Flexible Work Arrangements - Definition
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Flexible Work Arrangements Role conflict andflexible work arrangements: The effects on applicant attraction, Rau, B. L., & Hyland, M. A. M. (2002). Personnel psychology,55(1), 111-136. A popular assumption that job seekers are more attracted to organizations with flexible work arrangements than organizations with a standard work arrangement is what this paper seeks to challenge. Applying boundary theory, it is suggested that the level of attractiveness of these arrangements is dependent on the interole conflict of the job seeker. It was further suggested that the needs of targeted applicants pools should be understood by organizations. Also, organizations should consider in a very careful state the recruitment implications of work arrangments when the costs with these policies are analyzed. Flexible work arrangements, job satisfaction, and turnover intentions: The mediating role of work-to-family enrichment, McNall, L. A., Masuda, A. D., & Nicklin, J. M. (2009). The Journal of psychology,144(1), 61-81. The relationship between the availability of two types of flexible work arrangements flextime and compressed workweek, were examined by the authors. Hierarchical regression analysis shows from a sample of 220 employed working adults that work-to-family enrichment filled the gap between flexible work arrangements and turnover intentions and job satisfaction. Although work-to-family enrichment mediated these relations, factors such as age, gender, marital status, number of children, education d hours of work were controlled. The implications for research and practice was discussed by the authors. Creatingflexible work arrangementsthrough idiosyncratic deals., Hornung, S., Rousseau, D. M., & Glaser, J. (2008). Journal of Applied Psychology,93(3), 655. The antecedents and consequences of idiosyncratic individual workers were accessed from a survey of 887 employees in a German government. Factors which promoted work arrangements of the individualization of employment conditions such as telecommuting and part-time work were related positively to idiosyncratic deals (ideals) negotiation. Another factor that affects i-deal was workers personal initiative. The two types of i-deals studied were developmental opportunities and flexibility in hours of work. Increased performance expectations and effective organizational commitment were positively related to developmental i-deals. (PsycINFO Database Record (c) 2016 APA, all rights reserved) When flexibility helps: Another look at the availability offlexible work arrangementsand workfamily conflict, Shockley, K. M., & Allen, T. D. (2007). Journal of Vocational Behavior,71(3), 479-493. Although the positive press gives flexible work arrangements (FWA), the investigation, based on empirical research has a connection between work-family conflict and the availability of these policies. This link is largely equivocal. This study is aimed at reconciling these mixed results in a more exact measurement and also maintain moderators. A sample of employed women revealed that FWA relates better to work interference than with family (WIF) rather than family interference with work (FIW). A stronger relationship is built with temporal flexibility (flexplace). Also, it was discovered that for those who had greater family responsibilities, family was stronger. Workfamily conflict andflexible work arrangements: Deconstructing flexibility, Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Personnel psychology,66(2), 345-376. To researches, public policy advocates and practitioners, one of the topics of interest has been Workplace flexibility. This is a tool that helps individuals organize work and family roles. Meta-analysis was used in this study to explain the known regarding what mediates flexible work arrangements and work-family conflict. This is done by deconstructing the flexibility construct.it was finally discovered that work-family direction and the exact form of flexibility made a difference, although the effects were in small magnitude. The effects offlexible work arrangementson stressors, burnout, and behavioral job outcomes in public accounting, Almer, E. D., & Kaplan, S. E. (2002). Behavioral Research in Accounting,14(1), 1-34. Flexible work arrangements are offered by accounting firms to their professional employees. This is meant to aid job satisfaction and retention. This paper addresses this issue because the ability of flexible work arrangements to achieve these has not been appreciated. The result of a survey of CPAs was reported. Several key employment variables were elicited. This paper further seeks to provide proof on how far employees use of flexible work arrangements are linked with key employment variables. It also partly contribute by furthering the work of Forgarty et all. (2000). An examination of the perceived impact offlexible work arrangementson professional opportunities in public accounting, Cohen, J. R., & Single, L. E. (2001). Journal of Business Ethics,32(4), 317-328. The multinational accounting firms have imbibed the flexible work arrangement policy since 1990. This study shows how participating in a flexible work arrangement program can have an effect on an individuals' professional success and expected turnover as envisaged by the participant's peers and superiors. In a 2x2 design, gender and participation in a flexible work arrangement were manipulated. The results show that this participation evoked greatly more negative predictions on all the dimensions. Also presented in this paper were the implications for professional and ethical practice and research. Managingflexible work arrangementsin US organizations: Formalized discretion or 'a right to ask', Kelly, E. L., & Kalev, A. (2006). Socio-Economic Review,4(3), 379-416. There has been agreement among American scholars that the employment relationship has changed in great ways. They disagree on the workplace been characterized as restructured or legalized. This title depicts a market orientation in how the market treats workers. In-Depth analysis of 41 human resources managers from different organizations shows FWA has been formalized by most organizations with written policies. This paper reveals that low utilization and unequal access to FWA is linked to formalized discretion. These findings recommend reconsidering the theoretical relationship between formalization and employees rights in the workplace. Flexible work arrangements: Exploring the linkages between perceived usability of flexible work schedules and work/life balance, Hayman, J. R. (2009). Community, work & family,12(3), 327-338. Exploration was carried out with 710 office-based employees to determine the relationship between the perceived usability of work/life balance and flexible work schedules. A relationship was established between perceived the three dimensions of work. Life balance and usability of flexible work schedules. Furthermore, employees using the flexitime work schedule displayed higher levels of balance in work/life than their colleagues implementing traditional fixed-hour schedules. However, no important difference in the levels of work/life balance between two other fixed-hour schedule and flexible work schedule (job share and flexiplace). Individual differences: Factors affecting employee utilization offlexible work arrangements, Lambert, A. D., Marler, J. H., & Gueutal, H. G. (2008). Journal of Vocational Behavior,73(1), 107-117. This paper research is based on the investigation of individuals and organizational factors which can predit the choice an individual makes to use flexible work arrangements (FWA). Data was collected from 114 employees for the purpose of survey from two different organizations. Several significant predictors of FWAs were shown by the result and they invlolve: work per week, tenure, perception of workgroup use, supervisory responsibilities and personal lifestyle. Those likely to use the program were individuals who had longer tenure in the organization and had supervisory responsibilities and also had co-workers within the workgroup who used FWAs or had preferences using personal lifestyle.