The Effects of Flexible Work Arrangements on Stressors, Burnout, and Behavioral Job Outcomes in Public Accounting

By E. Almer, Steven E. Kaplan. 2002

253 citations recorded by the source corpus.

Subfields: Clinical Psychology, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/f65fb3d37cbcbe56246ef1ce32e026ab5024a6e7

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In Clinical Psychology

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Work role stressors and turnover intentions: a study of professional clergy in Hong Kong (2005, methodology): “67 (Almer and Kaplan, 2002).”
An empirical investigation of job burnout among expatriates (2006, methodology): “In addition, Almer and Kaplan (2002) have explained “job burnout” as a negative psychological response to interpersonal stressors.”
The impact of utilizing a flexible work schedule on the perceived career advancement potential of women (2004, background): “Because of the concern already noted about the small number of women in higher-level management positions and because research indicates that women are more likely to work flexible schedules (for example, Almer & Kaplan, 2002; Cohen, 1997), the focus of this study was on perceptions of women using”
Auditor Perceptions of Audit Workloads, Audit Quality, and Job Satisfaction (2019, unknown): “Almer and Kaplan (2002) extend Fogarty et al. (2000) by examining the extent to which flexible work arrangements reduce role stressors and burnout.”
An Assessment of the Psychometric Properties of the Perceived Stress Scale‐10 (PSS10) with Business and Accounting Students (2014, background): “…correlates is also noteworthy.1 For example, burnout, defined as a negative psychological response to work demands and/or interpersonal stressors, has received considerable attention by researchers as a viable “stress” measure (Almer and Kaplan, 2002; Cordes and Dougherty, 1993; Maslach, 1982).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, unknown): “For example, Almer and Kaplan (2002) compared flexible workers and non-flexible workers in a public accounting firm and concluded that FWAs were positively related to job satisfaction.”
Schedule flexibility and stress: Linking formal flexible arrangements and perceived flexibility to employee health (2008, background): “However, other researchers have reported differences in burnout among accountants in the same firm by type of flexible work arrangement (Almer & Kaplan, 2002 ).”
Less need to be there: Cross-level effects of work practices that support work-life flexibility and enhance group processes and group-level OCB (2007, background): “For example, one empirical study that focused specifically on professionals found that accountants working under flexible arrangements reported higher job satisfaction and lower turnover intentions, burnout, and stress (Almer & Kaplan, 2002).”