scholarly journals Use of flexible work practices and employee outcomes: the role of work–life balance and employee age

2021 ◽  
pp. 1-21
Author(s):  
Tahrima Ferdous ◽  
Muhammad Ali ◽  
Erica French
Keyword(s):  
Turnover Intentions ◽  
Theoretical Research ◽  
Work Practices ◽  
Flexible Work ◽  
Employee Outcomes ◽  
Life Balance ◽  
Flexible Work Practices ◽  
The Relationship ◽  
Employee Age

Abstract Flexible work practices (FWPs) give employees some control over when and where they work. Using boundary theory and role balance theory, this study proposes and tests a mediation model focusing on how the relationships between FWPs usage and employee outcomes (i.e., wellbeing and turnover intention) are mediated by work−life balance (WLB). It also tests the moderating role of employee age on the relationship between WLB and employee outcomes using socioemotional selectivity theory. The model was tested using survey data from 293 employees of an Australian for-profit organization. The findings indicate that FWPs usage is positively associated with WLB, WLB is positively associated with wellbeing and negatively with turnover intentions, and WLB partially mediates the relationships between FWPs usage and employee outcomes. The results provide partial support that employee age moderates the relationship between WLB and turnover intentions. Theoretical, research and practical contributions are discussed.

Work role stressors and employee outcomes

2016 ◽  
Vol 24 (3) ◽  
pp. 390-414 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Work Role ◽  
Employee Outcomes ◽  
Content Type ◽  
Role Stressors ◽  
Subjective Fit ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of the present study was to explore the direct effects of work role stressors and subjective fit perceptions on the employee outcomes of job satisfaction, organizational citizenship behavior (OCB) and turnover intentions. The study further aimed to investigate the moderating role of person-organization (P-O) fit, demands-abilities (D-A) fit and needs supplies (N-S) fit in the relationship between work role stressors and the aforementioned employee outcomes. Design/methodology/approach The study was conducted using structured questionnaires for measuring the aforementioned variables. The sample of the study was 317 professionals from five sectors. Hierarchical multiple regression was used to analyze the data. Findings Hierarchical multiple regression showed that the work role stressors were negatively related to job satisfaction and OCB and positively related to turnover intentions. Subjective fit was seen to be positively related to job satisfaction and OCB and negatively related to turnover intentions. The analysis also found some support for the stress buffering effect of high subjective fit in the prediction of job satisfaction, OCB and turnover intentions. Research limitations/implications This study contributes to the organizational behavior literature by focusing on the fact that the negative effects of work role stressors on employee outcomes can be mitigated by identifying the variables which act as a buffer to weaken this effect. The results of the study highlight the importance of the concept of subjective fit for the managers and the employees to help them in coping up with the demands of the job. They provide support for the fact that matching employees to their organization and job can help in the mitigation of employees’ stress, resulting in positive employee outcomes, hence benefiting the organization in the long run. Originality/value The study is the first of its kind to investigate the moderating role of P-O fit, D-A fit and N-S perceptions in the relationship between work role stressors and employee outcomes, especially in the Indian context.

scholarly journals Achieving Work-Life Balances through Flexible Work Practices

Pravaha ◽  
2020 ◽  
Vol 26 (1) ◽  
pp. 31-38
Author(s):  
Binod Ghimire
Keyword(s):  
Work Performance ◽  
Positive Impact ◽  
Work Practice ◽  
Work Life ◽  
Work Life Balance ◽  
Work Practices ◽  
Flexible Work ◽  
Life Balance ◽  
Flexible Work Practices ◽  
The Impact

The paper aims to examine flexible work practices and employees' perception of work-life balance. The main purpose of this study is to understand the relationship between flexible work practice and work-life balance. The study is descriptive and co-relational. It is based on the perceptions of employees and includes the questionnaire to 160 employees of service-based organizations working on a different level at Kathmandu Valley. The sample consisted of managerial and nonmanagerial employees who were interested to participate in this study. It is found that employees feel that a flexible work schedule is the right kind of system for their kind of job and they prefer flexibility at work. Flexibility work practice was found to have a positive impact on the employees. It made them more responsible as they were able to manage time at work and fulfill the personal commitment. This paper is useful to academicians and organizations to understand the impact of FW practices on work performance. The findings in this study would help managers and organizations in Nepal to formulate flexible work schedules to improve the work-life balance of human resources working in the organization.

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