Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters

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Work–nonwork conflict and burnout: A meta-analysis (2014, background): “underlined by research showing that more flexible work arrangements, such as flexible scheduling, telecommuting or part-time work, are implemented in countries with individualistic orientations compared with countries with collectivistic orientations (Masuda et al., 2012).”
The link between national paid leave policy and work-family conflict among married working parents (2014, unknown): “We used data from the second Collaborative International Study of Managerial Stress (CISMS2) (Lapierre et al., 2008; Masuda et al., 2012; Spector et al., 2007).”
Situational job characteristics and job satisfaction: The moderating role of national culture (2015, background): “This notion finds support in several cross-national studies (e.g. Masuda et al., 2012; Robert, Probst, Martocchio, Drasgow, & Lawler, 2000; Sousa-Poza & Sousa-Poza, 2000; Tangian, 2009).”
From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study (2015, background): “Despite that the studydidnot aim to investigatecross-cultural differences in the effectiveness of flexibilityHRM(cf.Masuda et al., 2012), a more detailed analysis of cultural and country differences in the effects of flexibility HRM is need to further disentangle cross-cultural benefits of…”