ROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTION

By Barbara L. Rau, Margaret Hyland. 2002

431 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/d7dbc820ea1e1a7e4bc0f47be5efdc0130f7e587

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Citations in the corpus

Managing Multiple Roles: Work-Family Policies and Individuals' Desires for Segmentation (2005, methodology): “Drawing on boundary theory, Rau and Hyland (2002) found that applicants who reported high levels of role conflict were more attracted to organizations that offered flextime, whereas applicants who reported lower levels of role conflict were more attracted to organizations offering telecommuting opti”
Work-Life Balance: an Integrative Review (2017, background): “Much research has documented the notion that work-life balance is achieved when there is little-to-no role conflict between social roles (e.g., Greenhaus and Beutell 1985; Rau and Hyland 2002).”
Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975 (2018, background): “Autonomy is typically conceptualized as a key work resource (Karasek, 1979), one that is beneficial to employees in navigating an increasingly demanding work schedule (Rau & Hyland, 2002).”
Designing Motivating Jobs: An Expanded Framework for Linking Work Characteristics and Motivation (2008, background): “Offering flexible work arrangements makes an organization more attractive to job seekers high in work-family conflict (B. L. Rau & Hyland, 2002).”
Formal Mentoring Programs and Organizational Attraction. (2006, methodology): “A brochure depicting a fictitious corporation (ABC Corporation) modeled after that created by Rau and Hyland (2002) served as the stimulus.”
Investigating the missing link in flexible work arrangement utilization: An individual difference perspective (2010, background): “While offering family-friendly benefits is an important step in easing work-family conflicts, the mere availability of such initiatives may not be enough (Christensen & Staines, 1990; Rodgers, 1992; Thompson, Beauvais, & Lyness, 1999). In fact, researchers measuring both availability and actual util”