The Relationship Between Work-Life Policies and Practices and Employee Loyalty:A Life Course Perspective

By P. Roehling, M. Roehling, P. Moen. 2001

211 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/100af62127b775e0cc9ef7be77f6d510c46a0cf0

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Telecommuting, Control, and Boundary Management: Correlates of Policy Use and Practice, Job Control, and Work-Family Effectiveness. (2006, background): “Scandura and Lankau (1997) found that the availability of Xexible work arrangements was more highly correlated with organizational commitment and job satisfaction for women with kinship responsibilities.”
The relationship of schedule flexibility and outcomes via the work‐family interface (2010, background): “Furthermore, research has demonstrated that availability and use of flexibility is associated with higher commitment, job satisfaction, enhanced group dynamics, higher performance, higher organizational citizenship behaviors, and lower intent to turnover (Allen, 2001; Eaton, 2003; Jones et al., 2008”
The multi-generational workforce: Workplace flexibility and engagement (2008, background): “Roehling, Roehling, and Moen ( 2001 ) found flextime policies to have a consistent, positive association with employee loyalty (a concept considered by some as a component of engagement).”
Limited Access: Disparities in Flexible Work Schedules and Work-at-home (2008, background): “A third motivation is to reward selected, valued job incumbents for past performance, to enhance that employee’s job or life satisfaction, loyalty and commitment (Baltes et al. 1999; Meyer et al. 2001; Roehling et al. 2001 ).”
Transformational leadership, employee engagement and performance: Mediating effect of psychological ownership (2011, background): “Loyal employees and staff leads to success of organization (Roehling, Roehling, and Moen, 2001)when employees strive for success of organization they improve their performance.”
Connecting Work—Family Policies to Supportive Work Environments (2009, background): “SSPs have not been examined as a mediating influence of the work–family policies and work attitudes relationship; however, several positive outcomes such as work–family balance, job satisfaction, employee loyalty, and greater perceived control have been found to be related to SSPs (Frye & Breaugh, 2”
Effects of Family Life-Cycle Stages on Consumer Debts (2004, background): “Although researchers may not agree on a single definition of household life-cycle stages, age, marital status, and the presence of children (Gilly & Enis, 1982; Murphy & Staples, 1979; Roehling, Roehling, & Moen, 2001 ) have been considered necessary components to construct the life-cycle stages.”
Less need to be there: Cross-level effects of work practices that support work-life flexibility and enhance group processes and group-level OCB (2007, background): “Studies suggesting positive outcomes from the presence or use of flexible work arrangements include greater loyalty (Roehling et al., 2001), more extra-role behavior such as employee suggestions (Lambert, 2000), greater control and lower strain (Thomas & Ganster, 1995), lower turnover intentions (Ro”