workplace flexibility, work hours, work-life conflict, telecommuting, flextime
This study explores the influence of workplace flexibility on work-life conflict for a global sample of workers from four groups of countries. Data are from the 2007 International Business Machines Global Work and Life Issues Survey administered in 75 countries (N 24,436). We specifically examine flexibility in where (work-at-home) and when (perceived schedule flexibility) workers engage in work-related tasks. Multivariate results indicate that work-at-home and perceived schedule flexibility are generally related to less work-life conflict. Break point analyses of sub-groups reveal that employees with workplace flexibility are able to work longer hours (often equivalent to one or two 8-hr days more per week) before reporting work-life conflict. The benefit of work-at-home is increased when combined with schedule flexibility. These findings were generally consistent across all four groups of countries, supporting the case that workplace flexibility is beneficial both to individuals (in the form of reduced work-life conflict) and to businesses (in the form of capacity for longer work hours). However, work-at-home appears less beneficial in countries with collectivist cultures.
Original Publication Citation
Hill, E. J., Erickson, J. J., Holmes, E. K., & Ferris, M. (2010). Workplace flexibility, work hours, and work-life conflict: An extra day or two. Journal of Family Psychology, 24(3), 349-358.
BYU ScholarsArchive Citation
Hill, E. Jeffrey; Erickson, Jenet Jacob; Holmes, Erin K.; and Ferris, Maria, "Workplace Flexibility, Work Hours, and Work-Life Conflict: Finding an Extra Day or Two" (2010). Faculty Publications. 4041.
Journal of Family Psychology
Family, Home, and Social Sciences
© 2010 American Psychological Association
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