Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work and Family Life Balance*

By E. Jeffrey Hill, A. J. Hawkins, M. Ferris, Michelle Weitzman. 2001

985 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/7fedd243a99aa6d3d25c79564dbd8cabafe0fb79

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Flexible work arrangements: exploring the linkages between perceived usability of flexible work schedules and work/life balance (2009, background): “This is appropriate given that the majority of empirical investigations exploring work/life balance stem from North America (for example, Frone, Russell, & Cooper, 1992; Grzywacz & Marks, 2000 ; Hill et al, 1998 ; Hill, Hawkins, Ferris, & Weitzman, 2001 ; Lewison, 2006 ; Podratz, 2004 ; Saltzst”
The interaction effects of scheduling control and work–life balance programs on job satisfaction and mental health (2011, methodology): “Although there are inconsistent claims about flexibility, many studies have found positive effects on work–family balance in multiple regression analyses using variables such as schedule flexibility and reduced hours (Dalton & Mesch, 1990; Estes, 2004; Ezra & Deckman, 1996; Hill et al., 2001; Saltzs”
Corporate Social Responsibility, Customer Orientation, and the Job Performance of Frontline Employees (2014, background): ““Work flexibility” refers to the extent to which an employee is able to arrange his or her work hours (Hill et al. 2001); we chose this variable because although it is theoretically unrelated to variables in the model, it is cognitively associated with work in general and thus more likely than a non”
Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan (2009, background): “All these limitations point to the need for more research on the influence of flextime and flex place on work and work and family balance (Hill et al., 2001).”
Making the link between work-life balance practices and organizational performance (2009, background): “…narrative review rather than a meta-analysis, we are able to examine the different ways in which work-life practices and outcomes are conceptualized and measured in the literature, and explore the theory underpinning 10 T.A. Beauregard, L.C. Henry / Human Resource Management Review 19 (2009) 9–22”
Workhours and worklife balance (2008, background): “Other studies that found associations did not adequately control for other work-environment factors (eg, autonomy and support from colleagues or management) (31, 35, 38, 57, 66, 68).”
The relation between work-family balance and quality of life (2003, background): “Hill et al. (2001) developed a five-item scale to assess work-life balance. However, three of their items (e.g., ‘‘How easy or difficult is it for you to balance the demands of your work and your personal and family life?’’) seem to assess perceived success in achieving balance rather than the level”
Motives for flexible work arrangement use (2012, background): “Additionally, childcare is considered a strong life management motivator particularly for women (Sullivan & Lewis, 2001 ), as employees can alter their schedules in order to take children to school, be home when children return from school, or to attend special events (Hill, Hawkins, Ferris, & Weit”