Is there a flexiglass ceiling? Flexible work arrangements and wages in the United States

By Kim A. Weeden. 2005

154 citations recorded by the source corpus.

Subfields: Gender Studies, General Health Professions, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/986e2aab58102e645b20a102210f5c2e54cc450c

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Citations in the corpus

How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “However, when wages 1 year later were considered and wages the prior year were controlled for, the associations were no longer significant (Weeden, 2005).”
Consequences of Flexibility Stigma Among Academic Scientists and Engineers (2014, background): “Only 11% of the full-time, salaried U.S. labor force in 2000 had arranged a formal agreement to vary their work hours, while another 18% had an informal arrangement to do so (Weeden, 2005).”
Cultural Schemas, Social Class, and the Flexibility Stigma (2013, background): “had a formal agreement with their employer to vary their work hours; a separate 18% had an informal agreement to vary their hours (Weeden, 2005).”
Limited Access: Disparities in Flexible Work Schedules and Work-at-home (2008, background): “There may be a higher cost to enact where jobs are inherently more rigid (Altman and Golden 2007; Anderson et al. 2003; McCrate 2005; Wax 2004; Weeden 2005 ), for certain employers to provide them (Galinsky et al. 2005) and varying relative values placed on flexibility by different types of workers”
Managing flexible work arrangements in US organizations: formalized discretion or ‘a right to ask’ (2006, background): “Ethnic and racial minorities, and women, especially mothers, may find it more difficult to be recognized as a ‘high performer’ and to win FWA under this system (Weeden, 2005).”
The Value of Working Conditions in the United States and Implications for the Structure of Wages (2018, unknown): “More generally, researchers have studied the value of flexible work arrangements (e.g., Gariety and Shaffer, 2007; Weeden, 2005), including telecommuting opportunities.”
Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany (2016, background): “For women, schedule control may be used to meet their family demands, and may even forsake additional income for its access (Weeden, 2005).”
Flexible Work Practices: A Source of Career Premiums or Penalties? (2012, background): “work flexible schedules earn higher salaries than employees who do not use FWPs (Gariety & Shaffer, 2001; Weeden, 2005).”