The impact of utilizing a flexible work schedule on the perceived career advancement potential of women

By Sara A. Rogier, M. Padgett. 2004

130 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/02953301e1fcfbc42184e6b99e504f5e383fe371

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In Gender Studies

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

When Equal Isn't Really Equal: The Masculine Dilemma of Seeking Work Flexibility (2013, background): “Rogier and Padgett (2004) found that people evaluated hypothetical women on flexible work schedules as having less career dedication and advancement potential than women on traditional schedules.”
Pluralistic Ignorance and the Flexibility Bias: Understanding and Mitigating Flextime and Flexplace Bias at Work (2014, background): “Despite these well-documented benefits, employees who seek flexible work endure a flexibility stigma or bias (Blair-Loy & Wharton, 2004; Cohen & Single, 2001; Glass, 2004; Rogier & Padgett, 2004; Wharton et al., 2008; Williams, 2010; Williams et al., 2013).”
The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models (2012, background): “The use of flexible working hours by a job candidate or incumbent has been shown to be variously linked to the perception of that individual as less committed to the job, less suitable for advancement, and less ambitious than individuals with similar qualifications (Cohen and Single 2001; Lewis 1997”
Examining the tensions in workplace flexibility and exploring options for new directions (2014, background): “Thus, flexible arrangements became inequitable when they negatively impacted opportunities for promotion and advancement in organizations (Rogier and Padgett, 2004).”
Work schedule, work schedule control and satisfaction in relation to work‐family conflict, work‐family synergy, and domain satisfaction (2010, background): “Further, women on flexible schedules may be perceived as having less job-career dedication and less advancement motivation ( Rogier and Padgett, 2004”
Limited Access: Disparities in Flexible Work Schedules and Work-at-home (2008, background): “A fourth of the employed are considering changing employers or jobs in order to improve the timing of their work schedule and the same proportion would be willing to sacrifice career prospects or advance (Galinsky and Bond 1998; Galinsky et al. 2005; Glass 2004; Konrad 2003; Rogier and Padgett 2004”