Flexible working times : effects on employees' exhaustion, work-nonwork conflict and job performance
By Ralph Kattenbach, Evangelia Demerouti, Friedhelm Nachreiner. 2010
161 citations recorded by the source corpus.
Subfields: General Health Professions, Organizational Behavior and Human Resource Management, Sociology and Political Science
View Paper: https://www.semanticscholar.org/paper/2b34e822900ff18c3b0dde85115019401a2e643c
How researchers see this paper
The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.
In General Health Professions
- Severin Hornung
- Matthias Weigl
- Denise M. Rousseau
- A. Müller
- Jürgen Glaser
- Geert van Hootegem
- Ade Riandi Virgiawan
- S. Spiegelaere
In Organizational Behavior and Human Resource Management
- Severin Hornung
- Matthias Weigl
- Denise M. Rousseau
- Jürgen Glaser
- A. Müller
- Geert van Hootegem
- Ade Riandi Virgiawan
- S. Spiegelaere
In Sociology and Political Science
- Geert van Hootegem
- Ade Riandi Virgiawan
- S. Spiegelaere
- Endri Endri
- Denise M. Rousseau
- Severin Hornung
- G. Gyes
- S. Riyanto
Citations in the corpus
- Redesigning work through idiosyncratic deals (2014, background): “, avoiding peak hours), and nonwork activities (Costa, Sartori, & Akerstedt, 2006; Geurts & Sonnentag, 2006; Härmä, 2006; Kattenbach et al., 2010).”
- Not All Autonomy is the Same. Different Dimensions of Job Autonomy and Their Relation to Work Engagement & Innovative Work Behavior (2016, background): “Kattenbach et al. (2010) similarly see flexitime as a kind of job autonomy.”
- Organizational Culture as a Mediator Motivation and Transformational Leadership on Employee Performance (2021, methodology): “Likewise, the evaluated performance measurement system proved not to be significantly different from the supervisor's assessment of employee job performance (Yurchisin & Park, 2010; Kattenbach et al., 2010).”
- Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement (2021, background): “This assumption can be tested considering that the utility of choice can be a quadratic function of working hours (Kattenbach et al., 2010).”