Schedule flexibility and stress: Linking formal flexible arrangements and perceived flexibility to employee health

By J. Grzywacz, Dawn S. Carlson, S. Shulkin. 2008

205 citations recorded by the source corpus.

Subfields: General Health Professions, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/28c27642d56ea648a0fe24bf26af115db1f13a40

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In General Health Professions

In Sociology and Political Science

Citations in the corpus

Not All Autonomy is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior (2016, background): “Further Grzywacz, Carlson, and Shulkin (2008) found working time flexibility to negatively affect stress and burnout.”
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout (2008, background): “In this special issue Grzywacz, Carlson, and Shulkin (2008) reported that schedule flexibility was associated with lower stress and burnout.”
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): “Very little research has been done on differences in health-related outcomes among employees participating in different types of formal flexible arrangements (Grzywacz et al., 2008) and results are not conclusive.”
Examining the tensions in workplace flexibility and exploring options for new directions (2014, background): “, 2010; Peters and Wildenbeest, 2012), community and family infrastructure (Grzywacz et al., 2008; Noonan et al., 2007), federal alternative work schedules and policies (Liechty and Anderson, 2007) and work distribution and scheduling (Bohen and Viveros-Long, 1981; Hyman et al.”
Defining and conceptualizing workplace flexibility (2008, methodology): “In this special issue Grzywacz et al. (2008) examine the relationship between workplace flexibility and health.”
The relationship of schedule flexibility and outcomes via the work‐family interface (2010, background): “, 2008), and evidence suggests that schedule flexibility, in particular, contributes to valued organizational outcomes such as productivity, absenteeism, and job satisfaction (Baltes et al., 1999; Casey and Grzywacz, 2008; Grzywacz et al., 2008; Hill et al., 2008b; Kelly et al., 2008).”
Work–nonwork conflict and burnout: A meta-analysis (2014, background): “Previous research provided evidence for the efficacy of flexible work arrangements (Grzywacz et al., 2008) or mentoring programs (van Emmerik, 2004) in reducing burnout.”