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dc.contributor.authorMasuda, Aline D.
dc.contributor.authorPoelmans, Steven A.Y.
dc.contributor.authorAllen, Tammy D.
dc.contributor.authorSpector, Paul E.
dc.contributor.authorLapierre, Laurent M.
dc.contributor.authorCooper, Cary L.
dc.contributor.authorAbarca, Nureya
dc.contributor.authorBrough, Paula
dc.contributor.authorFerreiro, Pablo
dc.contributor.authorFraile, Guillermo
dc.contributor.authorLu, Luo
dc.contributor.authorLu, Chang-Qin
dc.contributor.authorSiu, Oi Ling
dc.contributor.authorO’Driscoll, Michael P.
dc.contributor.authorSimoni, Alejandra Suarez
dc.contributor.authorShima, Satoru
dc.contributor.authorMoreno-Velazquez, Ivonne
dc.date.accessioned2011-08-11T04:07:32Z
dc.date.available2011-08-11T04:07:32Z
dc.date.issued2011
dc.identifier.citationMasuda, A.D., Poelmans, S.A.Y., Allen, T.D., Spector, P.E., Lapierre, L.M., …, Moreno-Velazquez, I. (2011). Flexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied Psychology, available online 5 June 2011.en_NZ
dc.identifier.urihttps://hdl.handle.net/10289/5565
dc.description.abstractThe 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.en_NZ
dc.language.isoen
dc.relation.urihttp://onlinelibrary.wiley.com/doi/10.1111/j.1464-0597.2011.00453.x/abstracten_NZ
dc.subjectflexible work arrangementsen_NZ
dc.subjectwork-to-family conflicten_NZ
dc.titleFlexible work arrangements availability and their relationship with work-to-family conflict, job satisfaction, and turnover intentions: A comparison of three country clustersen_NZ
dc.typeJournal Articleen_NZ
dc.identifier.doi10.1111/j.1464-0597.2011.00453.xen_NZ


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