Premium
Flexible Work Arrangements Availability and their Relationship with Work‐to‐Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters
Author(s) -
Masuda Aline D.,
Poelmans Steven A.Y.,
Allen Tammy D.,
Spector Paul E.,
Lapierre Laurent M.,
Cooper Cary L.,
Abarca Nureya,
Brough Paula,
Ferreiro Pablo,
Fraile Guillermo,
Lu Luo,
Lu ChangQin,
Siu Oi Ling,
O'Driscoll Michael P.,
Simoni Alejandra Suarez,
Shima Satoru,
MorenoVelazquez Ivonne
Publication year - 2012
Publication title -
applied psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.497
H-Index - 88
eISSN - 1464-0597
pISSN - 0269-994X
DOI - 10.1111/j.1464-0597.2011.00453.x
Subject(s) - telecommuting , psychology , latin americans , collectivism , job satisfaction , social psychology , work (physics) , turnover , individualism , job strain , turnover intention , demographic economics , cluster (spacecraft) , work–family conflict , business , management , political science , economics , engineering , mechanical engineering , psychosocial , psychiatry , computer science , law , programming language
The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes of job satisfaction, turnover intentions, and work‐to‐family conflict (WFC) across country clusters. We used individualism and collectivism to explain differences in FWA availability across Latin American, Anglo, and Asian clusters. Managers from the Anglo cluster were more likely to report working in organisations that offer FWA compared to managers from other clusters. For Anglo managers, flextime was the only FWA that had significant favorable relationships with the outcome variables. For Latin Americans, part‐time work negatively related with turnover intentions and strain‐based WFC. For Asians, flextime was unrelated to time‐based WFC, and telecommuting was positively associated with strain‐based WFC. The clusters did not moderate the compressed work week and outcome relationships. Implications for practitioners adopting FWA practices across cultures are discussed.