Managing flexible work arrangements in US organizations: formalized discretion or ‘a right to ask’

By E. Kelly, Alexandra Kalev. 2006

216 citations recorded by the source corpus.

Subfields: General Health Professions, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/eb25a4b29e78a375a9660160de1621de4b8158ed

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In General Health Professions

In Public Administration

In Sociology and Political Science

Citations in the corpus

Working Time Around the World: Trends in Working Hours, Laws, and Policies in a Global Comparative Perspective (2007, background): “Finally, with regard to the relationship between the duration and the organization of working time, it has been observed that in many industrialized countries, flexible arrangements such as informal flexi-time are often traded off for longer working hours, in what might be viewed as a kind of ‘fring”
The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations (2013, background): “Kelly and Kalev (2006) explain low utilization this way: although the polices are formalized (in the sense of being written into employment policy handbooks), they are crafted to give supervisors discretion in granting or denying requests.”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “This is important in that in most organizations, employees have the right to ask to telecommute but supervisors can exercise the right to refuse the request (Kelly & Kalev, 2006).”
Are Flexible Work Arrangements Associated with Lower Levels of Chronic Stress-Related Biomarkers? A Study of 6025 Employees in the UK Household Longitudinal Study (2019, background): “Workers in more routine occupations tend to have higher levels of managerial scrutiny than those in professional occupations, resulting in certain arrangements like flexplace, flextime and informal arrangements being more common among professional employees and those in senior positions (Kelly and K”
Gender Discrepancies in the Outcomes of Schedule Control on Overtime Hours and Income in Germany (2016, background): “An increase in income and overtime might be due to employees’ higher workplace position, where workplace flexibility is more often available than in lower status positions (Kelly and Kalev, 2006).”