scholarly journals Designing flexible work practices for job satisfaction: the relation between job characteristics and work disaggregation in different types of work arrangements

2019 ◽  
Author(s):  
Paolo Neirotti ◽  
Elisabetta Raguseo ◽  
Luca Gastaldi
Keyword(s):  
Job Satisfaction ◽  
Job Characteristics ◽  
Work Practices ◽  
Flexible Work ◽  
Work Arrangements ◽  
Different Types ◽  
Flexible Work Practices

scholarly journals Flexible Work Practices and Private Law Firm Culture: A Complex Quagmire for Australian Women Lawyers

2015 ◽  
Vol 15 (1) ◽  
Author(s):  
Patricia Lynn Easteal ◽  
Anne Caligari ◽  
Lorana Bartels ◽  
Emma Fitch
Keyword(s):  
Law Firms ◽  
Private Law ◽  
Work Practices ◽  
Law Firm ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Arrangements ◽  
Women Lawyers ◽  
Female Lawyers ◽  
Flexible Work Practices

<em>In this article, we examine gender and the work culture in Australian private law firms. Our primary focus is the extent to which flexible work practices remain a quagmire for female lawyers. We consider the systemic barriers affecting women lawyers, including hidden attitudes, the persistence of a gendered division of labour in the private sphere, the ongoing gender pay gap in Australia, and the ways in which the law firm ethos of long working hours disadvantages women. We then present some practical steps to remedy this situation, including accommodating working mothers’ time constraints, mentoring and networking, and training for managers and support staff. It is proposed that more needs to be done to encourage employers to implement these methods with confidence that flexible work arrangements can provide benefit to the firm as a whole, as well as individual employees. To achieve this, we put forward a reform of the framework in order to implement these practical steps. We also discuss some ways to possibly effect attitudinal change in law firm culture and conclude with some observations about the future of legal practice in this context. Finally, further involvement of the Law Council of Australia is proposed, to impose conditions on the practising certificates of lawyers in supervisory roles to assist them in complying with the framework. This would also ensure that flexible work arrangements are accessible to both employers and employees, which in turn will assist in dissolving the systematic discrimination that female lawyers face in private law firms.</em>

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.

Flexible Work Practices: A Source of Career Premiums or Penalties?

2012 ◽  
Vol 55 (6) ◽  
pp. 1407-1428 ◽  
Author(s):  
Lisa M. Leslie ◽  
Colleen Flaherty Manchester ◽  
Tae-Youn Park ◽  
SI Ahn Mehng
Keyword(s):  
Work Practices ◽  
Flexible Work ◽  
Flexible Work Practices

scholarly journals Flexible work practices: Perspectives from the southern hemisphere

2000 ◽  
Vol 31 (2) ◽  
pp. 76-83 ◽  
Author(s):  
Frank M. Horwitz ◽  
Cameron Allan ◽  
Peter Brosnan ◽  
Pat Walsh
Keyword(s):  
Labour Market ◽  
Southern Hemisphere ◽  
Work Practices ◽  
Flexible Work ◽  
Labour Market Flexibility ◽  
Employment Standards ◽  
Flexible Work Practices

Labour market flexibility continues to be important for employers seeking to improve productivity, reduce costs and be competitively agile. But it also carries downside costs for employees of increased insecurity, potentially deteriorating employment standards and lower morale. In this article numerical and temporal types of flexibility are considered in an analysis of three southern hemisphere countries.

Sources of Work-Family Conflict in the Accounting Profession

2006 ◽  
Vol 18 (1) ◽  
pp. 147-165 ◽  
Author(s):  
William R. Pasewark ◽  
Ralph E. Viator
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Turnover Intentions ◽  
Work And Family ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Family Conflict ◽  
Accounting Profession ◽  
Work Arrangements ◽  
Work Family

Turnover of experienced and well-trained professionals continues to be a problem for accounting firms. Much of the turnover is among individuals who are trying to satisfy demands of both work and family. This study examines the sources of work-family conflict and their association with job outcomes in the accounting profession. One source of work-family conflict, work interfering with the family (WIF), is found to significantly relate to job satisfaction and turnover intentions. Females are much more likely than males to experience turnover intentions when their work interferes with their family. Another source, family interfering with work (FIW), is not significantly related to either job satisfaction or to turnover intentions when flexible work arrangements are offered, but is related to turnover intentions when flexible work arrangements are not offered. As currently offered, flexible work arrangements seem to be effective at reducing turnover related to FIW.

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

2002 ◽  
Vol 14 (1) ◽  
pp. 1-34 ◽  
Author(s):  
Elizabeth Dreike Almer ◽  
Steven E. Kaplan
Keyword(s):  
Job Satisfaction ◽  
Turnover Intentions ◽  
Personal Accomplishment ◽  
Flexible Work Arrangements ◽  
Job Outcomes ◽  
Flexible Work ◽  
Public Accounting ◽  
Work Arrangements ◽  
Flexible Work Arrangement ◽  
Work Arrangement

The majority of public accounting firms now offer flexible work arrangements to their professional employees. Presumably these arrangements help accommodate employee needs to manage work and family demands, while also improving job satisfaction and retention. The ability of flexible work arrangements to achieve these goals has received little attention. The current paper addresses this issue by reporting the results of a survey of CPAs working under a flexible work arrangement and a similar group of CPAs working under a standard arrangement but who appear to be plausible candidates for a flexible work arrangement. The survey elicited information about several key employment variables: job-related stressors (e.g., role conflict, role ambiguity, and role overload), burnout tendencies (e.g., emotional exhaustion, reduced personal accomplishment, and depersonalization) and behavioral job outcomes (e.g., job satisfaction and turnover intentions). Results show that CPAs on flexible work arrangements report higher job satisfaction and lower turnover intentions than those on a standard work arrangement. CPAs on flexible work arrangements generally have lower levels of burnout and stressors, though the reduced personal accomplishment burnout dimension may be conditioned upon whether the CPA has a mentor. Finally, for professionals switching to a flexible work arrangement, respondents indicated a significant improvement in job satisfaction and turnover intentions as well as some decline in burnout and stressors.

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