How time‐flexible work policies can reduce stress, improve health, and save money

By Diane F. Halpern. 2005

358 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/625b670ec246bf90d537c6b778a8dd86646f24b4

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In General Health Professions

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Expanded job scope model and turnover intentions: A moderated mediation model of Core-Self Evaluation and job involvement (2021, background): “Though Hackman and Oldham (1975) suggested possible role of moderator such as ‘Growth Need Strength’; which is trait linked to achievement needs, in the association among job scope and its consequences, the study supporting the moderator effects has not be conclusive.”
The relationship of schedule flexibility and outcomes via the work‐family interface (2010, result): “While cost-benefit analyses will still be needed to determine the fiscal feasibility of implementing schedule flexibility, our initial findings and those of others (Halpern, 2005) provide practitioners with reason to argue the financial value of organizational attempts to promote schedule flexibilit”
Work-life balance of shift workers (2008, positive): “Working shifts can have negative health effects, and complicate the scheduling of family activities (Halpern 2005, Levin-Epstein 2006, Rosa and Colligan 1997, Costa 2003, Shields 2002).”
Traditional and Nontraditional Gender Roles and Work—Family Interface for Men and Women (2009, background): “Organizations that offer family-friendly programs have the advantage of attracting and retaining desirable employees, and they can also expect increased productivity and commitment (Halpern, 2005a; Press, Fagan, & Laughlin, 2006).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, positive): “Halpern (2005) analysed data from 3552 respondents to the 1997 National Study of the Changing Workforce and found that the greater the number of FWAs available to employees, the fewer reported symptoms of stress.”
The Relationships of Flexible Work Schedules, Workplace Support, Supervisory Support, Work-Life Balance, and the Well-Being of Working Parents (2009, background): “Many studies have focused on the relationship between workplace policies and employee well-being ( Halpern, 2005 ; Nomaguchi et al, 2005 ; Prottas, 2005 ; Secret & Sprang, 2001 ; Thompson & Prottas, 2006 ; Wethington & Kessler, 1986 ) or work-life balance/conflict ( Ezra & Deckman, 1996 ; Hill”
The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention (2008, background): “The number of time-flexible policies directly affected commitment to the employer and work-related stress which mediated the effects of flexibility on costs to the organization in terms of job performance, absenteeism, and missed time (Halpern, 2005).”
Effects of socially responsible human resource management on employee organizational commitment (2011, background): “These studies have investigated different issues of family-friendly HRM; for example, the availability of family-friendly HRM (Grover and Crooker 1995; Bagraim and Sader 2007), the perceived value of family-friendly HRM (Haar and Spell 2004; Bagraim and Sader 2007), employee satisfaction with family”
Coping with loneliness: A netnographic study of doctoral students (2014, positive): “for many organisations, policy makers and society (Jones 2003) as it contributes to individual wellbeing (Halpern 2005).”
Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975 (2018, background): “Autonomy in the form of flexible work schedules is increasingly important and practical to help employees manage dual roles (Allen, Herst, Bruck, & Sutton, 2000; Halpern, 2005; Hill, Hawkins, Ferris, & Weitzman, 2001) and has been found to be increasing in later years (Matos & Galinsky, 2012).”
The interaction effects of scheduling control and work–life balance programs on job satisfaction and mental health (2011, background): “Using a representative sample of working adults in the United States (N = 3,552), Halpern (2005) analyzed the relationship between stress, health, and job commitment for employees with access to flex-time, and found that employees with access to time-flexible work policies reported less stress and…”