Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility

By Tammy D. Allen, Ryan C. Johnson, Kaitlin M. Kiburz, Kristen M Shockley. 2013

898 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/206e157ceeb2ad73413c9ab1398986936717742f

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Work–Family Boundary Dynamics (2014, background): “This literature includes studies that examine perceptions of the availability of flexibility as well as the use of flexibility (Allen et al. 2013).”
Work-Life Balance: an Integrative Review (2017, background): “Specifically, work-life balance is enhanced by organizational support programs including: & flexible work arrangement (e.g., Allen 2001; Allen et al. 2013; Beauregard and Henry 2009; Dikkers et al. 2001; Galvez et al. 2011–12), which is associated with lower levels of role conflict and higher…”
The influence of flexible work arrangements on employee engagement: An exploratory study (2020, background): “Flexibility is defined as the opportunity organisations provide to their employees regarding choice of where and when to work (Allen et al., 2013).”
Are Flexible Work Arrangements Associated with Lower Levels of Chronic Stress-Related Biomarkers? A Study of 6025 Employees in the UK Household Longitudinal Study (2019, background): “four meta-analyses of the association between flexible work arrangements and work-tofamily/family-to-work conflict, greater flexibility was associated with lower conflict, although there was considerable heterogeneity in the reported associations (Allen et al., 2013).”
Work–family conflict/family–work conflict, job stress, burnout and intention to leave in the hotel industry in Quebec (Canada): moderating role of need for family friendly practices as “resource passageways” (2018, background): “This is also important because researchers sometimes use the term WFC for different constructs such as non-directional conflict, work– family balance, and work–family interference (Allen et al., 2013).”