scholarly journals Womens’ Career Progression in an Australian Regional University

2021 ◽  
Vol 6 ◽  
Author(s):  
Kate White ◽  
Anitra Goriss-Hunter
Keyword(s):  
Professional Staff ◽  
Career Progression ◽  
Full Time ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
National Legislation ◽  
Work Arrangements ◽  
Flexible Work Options ◽  
Regional University ◽  
Regional Universities

This article examines the link between terms of employment (full time, part time and casual) at an Australian regional university and women’s career progression. The literature identifies lack of transparency in recruitment, promotion and retention; mobility and location; and management perceptions of women’s choice to work flexibly as factors impacting on career progression. However, the voices of women working in regional universities and particularly those of professional staff are often not present in current research. This study moves towards addressing this research deficit. Feminist institutionalism is used to analyse the relationship between national legislation, university policies and informal institutional practices in relation to women’s career progression In early 2020, twenty-one women provided written responses to questions on the link between terms of employment and career progression. The main findings tend to support other research about women working in universities; that is, carers need flexible work arrangements. But there are particular differences for women in regional universities who have to travel between dispersed campuses, which brings an added dimension of complexity to career progression. Their choices about terms of employment and fulfilling carer responsibilities resulted in insecure employment for some participants which had an impact on wellbeing and confidence. In addition, care/household responsibilities and the choice to work flexibly had a negative effect on career progression, and managers did not necessarily support flexible work options (despite national legislation that enables employees with child care responsibilities to negotiate flexible work arrangements with managers, and institutional gender equality policies).

Factors Affecting the Choice to Participate in Flexible Work Arrangements

2003 ◽  
Vol 22 (1) ◽  
pp. 69-91 ◽  
Author(s):  
Elizabeth Dreike Almer ◽  
Jeffrey R. Cohen ◽  
Louise E. Single
Keyword(s):  
Organizational Support ◽  
Professional Staff ◽  
Future Research ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Factors Affecting ◽  
Work Arrangements ◽  
Assurance Services ◽  
And Gender ◽  
Work Family

Assurance services firms have attempted to mitigate turnover and personnel shortages by offering flexible work arrangements (FWAs) to their professional staff. Little is known however, about what factors affect whether these professionals choose to adopt a FWA. This study examines factors potentially associated with both intentions to adopt and ultimate adoption of a FWA for a sample of seniors, managers, and partners at two national and one regional assurance services firms. Results indicate that intentions to adopt a FWA are significantly affected by the importance of opinions of workplace referents, family considerations, and gender. A marginally significant effect was also found for likelihood of organizational support and work consequences. A subset of these factors was found to affect actual adoption of a FWA. The results are discussed in terms of implications for the human resources department of assurance services firms striving to create an appropriate work/family balance for their professionals as well as suggesting avenues for future research.

Flexible Work Arrangements and Employee Retention: A Longitudinal Analysis of the Federal Workforces

2019 ◽  
Vol 49 (3) ◽  
pp. 470-495
Author(s):  
Sungjoo Choi
Keyword(s):  
Longitudinal Analysis ◽  
Voluntary Turnover ◽  
Full Time ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Length Of Service ◽  
Work Arrangements ◽  
Level Data ◽  
Data Files ◽  
Full Time Employment

Over the past couple of decades the interest in flexible work arrangements has increased. This study conducted a longitudinal analysis of the effects of telework on the reduction of employee voluntary turnover. The agency-level data extracted from Office of Personnel Management’s congressional reports and central personnel data files were analyzed. The results show that agencies with more teleworkers reported less voluntary turnover. Agencies that are more supportive of employees’ teleworking also reported lower voluntary turnover. Organizational characteristics including average pay and length of service, and the proportions of different occupational categories, full-time employment, and women also turned out to have significant effects on voluntary turnover of employees.

Flexible Work Arrangements: A Human Resource Development Tool to Reduce Turnover

2021 ◽  
pp. 152342232098293
Author(s):  
Marvin Bontrager ◽  
M. Suzanne Clinton ◽  
Lee Tyner
Keyword(s):  
Human Resource Development ◽  
Employee Development ◽  
Work Life ◽  
Work Life Balance ◽  
Black Swan ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
Development Tool

The Problem. An increasing number of organizations are experiencing concerns from employees regarding work-life balance. Organizations that have chosen to implement formal flexible work arrangements (FWAs) have experienced reluctance from their employees to participate. COVID-19 has forced the hand further toward FWAs, and created additional work life balance concerns. The Solution. FWAs present an opportunity for organizations to address work-life balance concerns, especially amid the black swan event of COVID-19. Implementing FWAs provides opportunity for organizations to reduce turnover and facilitate employee development through work life balance programs. The Stakeholders. The informal processes of FWAs should receive due attention by HRD practitioners and scholars alike.

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.

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.

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