Intention to use flexible work arrangements

2018 ◽  
Vol 31 (7) ◽  
pp. 1438-1460
Author(s):  
Eun Jung Ko ◽  
Sang Soo Kim
Keyword(s):  
Gender Differences ◽  
Motivational Factors ◽  
Personal Life ◽  
Intention To Use ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
Novel Approach ◽  
Significant Difference

Purpose The purpose of this paper is to investigate gender differences in motivations to use flexible work arrangements (FWAs) in Korea. Design/methodology/approach Based on a literature review on theory of planned behaviour (TPB), this study considers four motivational factors that influence the intention to use FWA: motivation for personal life, motivation for productivity, peer behaviour and concerns about career disadvantages. Survey response data drawn from 92 male and 105 female Korean workers were used to analyse differences by gender. Findings As for the male respondents, all four motivational factors have a significant effect on the intention to use FWA. However, in the female respondents, the effects of concerns about career disadvantages on the intention to use FWA are not significant. The results of gender differences analysis show that significant difference was not found in the effect of motivation for personal life on the intention to use FWA while the other three motivational factors have significant differences by gender. Research limitations/implications In this research, basing its conceptual background on TPB, a novel approach is taken by introducing motivational factors as the antecedents of intention to use FWA. This is a more systematic view on individuals’ behavioural mechanism relating to the intention to choose FWA. It is also meaningful in that this study looks at the intention to use FWA from a broader perspective by suggesting gender differences as critical analysis criteria given the uniqueness of Korean labour market. Practical implications For an effective operation of FWA, it is important not only to launch a flexible working programme itself, but also to ensure that the users are properly understood and fairly evaluated. Originality/value Considering the motivations of utilising FWA from various angles will contribute to coming up with various measures to raise the use and effectiveness of FWA.

A systematic review of work-life integration and role of flexible work arrangements

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sourabh Kumar ◽  
Sankersan Sarkar ◽  
Bhawna Chahar
Keyword(s):  
Work Life ◽  
Future Research ◽  
Personal Factors ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Organizational Policies ◽  
Work Arrangements ◽  
Future Research Agenda

Purpose The growing demands of work and life have shifted the concept of work-life balance to work-life integration (WLI). The success of integration depends upon the flexibility to perform the duties. This paper aims to explore the factors that affect WLI and the role of flexible work arrangements (FWAs) in the process of WLI. Design/methodology/approach Systematic literature review was used to explore the concept of WLI and FWAs. A bibliometric analysis was carried out with Bibexcel and VoSviewer. Findings This paper explained the organizational and personal factors that create the demand for WLI. The FWAs, perceived flexibility, technology and self-efficacy have important roles in WLI. The result of WLI can be enrichment or strain, depends upon how effectively the work-life domains are integrated. Originality/value This paper explores the work-life from both personal and organizational views. The findings of this paper will be useful to design the organizational policies and work arrangements that match the requirements of employees and organizations. This paper helps to develop the future research agenda of investigating the relations of WLI to performance, organizational policies and personal factors.

Chasing productivity demands, worker well-being, and firm performance

2020 ◽  
Vol 49 (9) ◽  
pp. 1823-1843
Author(s):  
Mastura Ab Wahab ◽  
Ekrem Tatoglu
Keyword(s):  
Firm Performance ◽  
Well Being ◽  
Manufacturing Firms ◽  
Equation Modeling ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
The Impact ◽  
The Relationship

PurposeThis study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work arrangements and human resources support are used as moderators to mitigate the adverse impacts associated with chasing productivity demands.Design/methodology/approachData were collected from 213 workers from manufacturing firms through a survey questionnaire utilizing structural equation modeling.FindingsThe findings of the study show that flexible work arrangements play a significant role in moderating the relationship between chasing productivity demands and well-being, and between chasing productivity demands and firm performance. The study also shows that flexible work arrangements are important to buffer the adverse effects of chasing productivity demands on worker well-being. In addition, flexible work arrangements strengthen the positive effect of worker well-being on firm performance.Research limitations/implicationsThis study highlights the importance of flexible work arrangements in overcoming the negative impact of the relationship between chasing productivity demands and worker well-being and strengthening the positive impact of the relationship between worker well-being and firm performance.Originality/valueThis study has extended the variable of chasing productivity demands in the existing literature on the job demands–job control model, specifically in manufacturing firms.

Reducing early retirement intention among older workers

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Older Workers ◽  
Early Retirement ◽  
Design Methodology ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
Pertinent Information ◽  
Work Goals ◽  
Work Passion

Purpose Retirement of older workers results in a damaging loss of important knowledge and capabilities. By focusing on work goals, generating work passion and providing flexible work arrangements, firms can help reduce early retirement intention. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Retirement of older workers results in a damaging loss of important knowledge and capabilities. By focusing on work goals, generating work passion and providing flexible work arrangements, firms can help reduce early retirement intention. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Finding a balance

2019 ◽  
Vol 27 (7) ◽  
pp. 48-50
Keyword(s):  
Good Work ◽  
Staff Turnover ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Financial Outcomes ◽  
Work Arrangements ◽  
Pertinent Information ◽  
The Right ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Human resources are becoming increasingly important to organisations in regards to competitive advantage. Good human resource management requires ensuring employees have a good work-life balance. One way of promoting this is by means of flexible work arrangements (such as flexible work hours, working from home, and job sharing). Flexible work arrangements directly affect return on labour via work reallocation, and indirectly through job satisfaction and staff turnover. Not all flexible work arrangements have positive financial outcomes. Employers need to ensure good work reallocation to make the right flexible arrangements work for their organisations. Originality The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Maryam Dilmaghani
Keyword(s):  
Turnover Intentions ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Content Type ◽  
Work Arrangements ◽  
Job Motivation ◽  
Nationally Representative

PurposeUsing the Canadian General Social Survey of 2016, a large nationally representative dataset, the present paper compares different types of flexible work arrangements in their associations with employee wellbeing and organizational outcomes.Design/methodology/approachThe dataset contains 7,446 observations. Informed by the past scholarship, eight outcomes of job satisfaction, work-life balance satisfaction, organizational belonging, job motivation, perceived advancement prospects, perceived job security, workplace social capital, and turnover intentions are investigated.FindingsFirst, employees with both flextime and flexplace, and only flextime, have a significantly higher job and work-life balance satisfaction. Second, the possibility of working from home without any discretion over timing does not elicit positive wellbeing outcomes. Third, the results show that the combination of flexplace and flextime is synergistic. Fourth, rather unexpectedly, the positive associations of the FWAs with work-life balance satisfaction are stronger among men and women without dependent children. Finally, there are significant positive associations for the combination of flexplace and flextime, and flextime alone, with other outcomes, such as organizational belonging and job motivation, especially among men.Practical implicationsGiven the nonrandom assignment of the workers into the FWAs, the results only reflect ceteris paribus correlations.Originality/valueThis is the first Canadian study of flexible work arrangements, using a large nationally representative dataset.

Managing diversity through flexible work arrangements: management perspectives

2013 ◽  
Vol 36 (1) ◽  
pp. 49-69 ◽  
Author(s):  
Elisabeth Michielsens ◽  
Cecilie Bingham ◽  
Linda Clarke
Keyword(s):  
Case Study Research ◽  
Primary Data ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
Service Companies ◽  
Managing Diversity ◽  
Line Manager ◽  
Diversity Enhancement

Purpose – The purpose of this paper is to evaluate the role flexible work arrangements (FWA) play in diversity policies, and the reasons for/barriers to their implementation. Design/methodology/approach – Based on qualitative case study research in four large multinational service companies. Primary data were collected through senior and line-manager interviews and questionnaires. Findings – The research shows FWA are an integral part of diversity implementation but organisational imperatives, particularly management concerns about client interaction, constrain the acceptance of FWA and therefore restrict their impact as a means to greater diversity. As FWA have different effects (being available “remotely” vs not being available) their acceptability is not inclusive, but dependent on job character and level. Research limitations/implications – Further research is needed on the difficulties of implementing FWA and, particularly, its impact on career progression. The prioritisation of business imperatives over social arguments, such as client needs and staff availability, with its impact on the acceptability of FWA and hence ultimate enhancement of diversity deserves more attention. Practical implications – This paper shows that company discourse with its unambiguous business focus highlights the shortcomings of relying upon FWA to bring about a changed climate for diversity. Originality/value – Importantly issues are explored which have not featured significantly in the literature to date, especially the role of clients/customers and differences in the effect of FWA as elements in managerial perspectives on the acceptability of FWA, which can act as constraints to its use for diversity enhancement.

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