scholarly journals Flexible Work Arrangements and Work–Family Conflict: A Metasynthesis of Qualitative Studies Among Academics

2018 ◽  
Vol 17 (3) ◽  
pp. 314-336 ◽  
Author(s):  
Mina Beigi ◽  
Melika Shirmohammadi ◽  
Jim Stewart
Keyword(s):  
Human Resource Development ◽  
Family Conflict ◽  
Time Management ◽  
Qualitative Studies ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family ◽  
The Relationship

Quantitative research has reported variable and inconsistent findings regarding the relationship between flexible work arrangements (FWA) and work–family conflict (WFC). In this article, we address this inconsistency through the lens of qualitative research. We synthesize the findings of 45 qualitative studies from a variety of disciplines that have explored work–family interface (WFI) among academics whose profession offers high levels of FWA by nature. Analyzing the findings of these qualitative studies, we developed six themes of which five could be translated to moderators of the relationship between FWA and WFC. These moderator variables are boundary management preferences, time management skills and approach, career/family stage, nature of an academic job, and workplace culture. Our findings have theoretical, methodological, and practical implications for work–family and human resource development (HRD) scholars and practitioners motivated to improve the quality of employees’ work–life through initiation of FWA interventions.

Sources of Work-Family Conflict in the Accounting Profession

2006 ◽  
Vol 18 (1) ◽  
pp. 147-165 ◽  
Author(s):  
William R. Pasewark ◽  
Ralph E. Viator
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work And Family ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Accounting Profession ◽  
Work Arrangements ◽  
Work Family

Turnover of experienced and well-trained professionals continues to be a problem for accounting firms. Much of the turnover is among individuals who are trying to satisfy demands of both work and family. This study examines the sources of work-family conflict and their association with job outcomes in the accounting profession. One source of work-family conflict, work interfering with the family (WIF), is found to significantly relate to job satisfaction and turnover intentions. Females are much more likely than males to experience turnover intentions when their work interferes with their family. Another source, family interfering with work (FIW), is not significantly related to either job satisfaction or to turnover intentions when flexible work arrangements are offered, but is related to turnover intentions when flexible work arrangements are not offered. As currently offered, flexible work arrangements seem to be effective at reducing turnover related to FIW.

scholarly journals Flexible work arrangements and work-family conflict after childbirth

2008 ◽  
Vol 58 (7) ◽  
pp. 468-474 ◽  
Author(s):  
M. M. Grice ◽  
P. M. McGovern ◽  
B. H. Alexander
Keyword(s):  
Family Conflict ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family

Flexible Work Arrangements and Work-Family Conflict: A Systematic Literature Review

2021 ◽  
Vol 12 (3) ◽  
pp. 2771-2781
Author(s):  
Farah Shazlin Johari Et.al
Keyword(s):  
Family Conflict ◽  
Turnover Intentions ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family ◽  
Work Interference With Family ◽  
Work Interference ◽  
Work Arrangement

The spread of the Covid-19 pandemic has essentially led to the closure of many businesses worldwide. With the increasing number of viruses in every part of the world, there is a need for flexible work arrangements to maintain the operations. Somehow, managing workloads using these arrangements have also affected work-family conflict during a pandemic situation. Plus, there is a dearth in the literature of flexible work arrangements in the context of work-family conflict. Thus, the purposes of this review are to investigate how these factors are related to work interference with family (WIF), and family-interference with work (FIW), and its outcomes, such as work-life balance, well-being, mental health, turnover intentions, satisfaction, and others. The reviewed articles were obtained from three main databases; Web of Science, Scopus, and Science Direct from the year 2000 until 2020. Keywords including "flexibility work arrangement," "flexible," "work arrangement," “schedule flexibility,” “work hours,” “schedule,” "work-family conflict,” “family-work conflict,” “work interference with family” and “family interference with work” were managed to identify 31 articles. Also, this systematic review was conducted to collect the findings on the relationship of the above domains, which can be used by businesses to adapt to the new normal. Several recommendations were proposed to conduct further study, especially in research design, method, and measurements.

Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility

2012 ◽  
Vol 66 (2) ◽  
pp. 345-376 ◽  
Author(s):  
Tammy D. Allen ◽  
Ryan C. Johnson ◽  
Kaitlin M. Kiburz ◽  
Kristen M. Shockley
Keyword(s):  
Family Conflict ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family

The relationship between work arrangements and work-family conflict

Work ◽  
2014 ◽  
Vol 48 (1) ◽  
pp. 69-81 ◽  
Author(s):  
Christopher Higgins ◽  
Linda Duxbury ◽  
Mark Julien
Keyword(s):  
Family Conflict ◽  
Work Family Conflict ◽  
Work Arrangements ◽  
Work Family ◽  
The Relationship

scholarly journals Human Resource Practices and Work-Family Conflict: the Role of Family and Work Status

2019 ◽  
Vol 9 (4) ◽  
pp. 110
Author(s):  
Kaumudi Misra
Keyword(s):  
Family Conflict ◽  
Family Status ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Hr Practices ◽  
Individual Variables ◽  
Managerial Status ◽  
Work Family ◽  
Flexible Work Practices ◽  
The Relationship

According to role theory, employees experience conflict between their enacted roles in the work versus family domain, often resulting in negative individual and organizational outcomes. Flexible work practices such as flextime, in tandem with other HR practices such as higher pay levels or team-based work, have thus gained popularity for their positive impact on employees’ work-family conflict. Related individual variables such as age, gender or family status have also generated research interest owing to their anticipated effects on work-family conflict. However, extant studies have not tested the simultaneous effects of organizational and individual variables on the relationship between HR practices and employee work-family conflict. Using data from the UK Work-Life Balance Study 2011-12 funded by the Economic and Social Research Council, this study tests the effects of HR practices (compensation, team-based work, and flexible work practices) as well as individual variables (gender, family status and managerial status) on employees’ perceived work-family conflict. Results show that gender, family status and managerial status moderate the relationship between flextime and work-family conflict, shedding new light on the differential impact of flextime on different categories of employees – men versus women; married versus unmarried; and managerial versus non-managerial. Conceptual and practical implications are discussed.

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