When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict

By Kristen M Shockley, Tammy D. Allen. 2007

393 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/647cb43191d644e4b5d62e59dca39e9547cf19c9

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Citations in the corpus

Comparing telework locations and traditional work arrangements: Differences in work‐life balance support, job satisfaction, and inclusion (2010, background): “Offering flexible work programs such as telework signals the organization’s willingness to help employees address WLB needs (Shockley and Allen, 2007).”
Flexibility in the Gig Economy: Managing Time on Three Online Piecework Platforms (2018, neutral): “However, empirical studies of the effects of flexible scheduling have often yielded ambiguous results (Baltes et al. 1999), with the consequence that studies have begun to call for more nuance in what exactly is meant by flexible scheduling (Shockley & Allen 2007).”
Where Have All the “Workers” Gone? A Critical Analysis of the Unrepresentativeness of Our Samples Relative to the Labor Market in the Industrial–Organizational Psychology Literature (2015, background): “…is often at the beck and call of the employer rather than a benefit that serves the employee’s purposes; this latter idea of benefit is how flexibility is typically conceptualized in the literature (Hill, Erickson, Holmes, & Ferris, 2010; Scandura & Lankau, 1997; cf. Shockley & Allen, 2007).”
Reconsidering Work—Family Interactions and Satisfaction: A Meta-Analysis (2011, background): “Previous research suggests that flexible work arrangements (Shockley & Allen, 2007), family-supportive cultures (Allen, 2001), and resource-rich job components (Grzywacz & Butler, 2005) enable positive work-to-family outcomes.”
Boundary Management Preferences, Boundary Control, and Work-Life Balance among Full-Time Employed Professionals in Knowledge-Intensive, Flexible Work (2015, background): “…and performance (Allen, 2001; Allen et al., 2000; Netemayer et al., 1996), as well as on factors that can modify the conflict between work and personal life or create synergy and balance (Chen et al., 2009; Greenhaus, 1988; Kline & Cowan, 1988; Peters et al., 2009; Shockley & Allen, 2007).”
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): “Indeed, most research has concentrated on top management and professional groups, while more vulnerable workers and industries have not been studied much and these are the ones who suffer most from WFC or FWC. Fifthly, previous research has examined the use or access to family friendly policies and ”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, neutral): “…Anderson et al. 2002; Madsen 2006; Frye and Breaugh 2004; Batt and Valcour 2003; Dunham et al. 1987; Eby et al. 2005; Lapierre and Allen 2006; Golden et al. 2006) and work-life balance (e.g. Dex and Scheibl 2002; Shockley and Allen 2007; Campbell-Clark 2001), it is not the focus of this review.”
Motives for flexible work arrangement use (2012, background): “Results supported this prediction for both forms of flexibility, corroborating previous research that highlights the importance of family responsibility variables in FWA research (e.g., Shockley & Allen, 2007).”
Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters (2012, methodology): “Spector et al. (2007) used the same data reported in this study to test other hypotheses and showed equivalences across the three clusters for the WFC scales.”
Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility (2013, background): “Similarly, individuals with greater family responsibility, such as those who are married and/or who are parents, also stand to benefit more from FWA than those with less family responsibility (Shockley & Allen, 2007).”