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dc.contributor.authorTimms, Carolyn
dc.contributor.authorBrough, Paula
dc.contributor.authorO'Driscoll, Michael
dc.contributor.authorKalliath, Thomas
dc.contributor.authorSiu, Oi Ling
dc.contributor.authorSit, Cindy
dc.contributor.authorLo, Danny
dc.date.accessioned2018-10-08T03:54:29Z
dc.date.available2018-10-08T03:54:29Z
dc.date.issued2015
dc.identifier.issn1038-4111
dc.identifier.doi10.1111/1744-7941.12030
dc.identifier.urihttp://hdl.handle.net/10072/130188
dc.description.abstractFlexible work arrangements (FWAs) are often written into company policies to demonstrate organisational sensitivity to potentially difficult interfaces between employees' work and non‐work domains. The current research investigated employees' use of FWAs and relationship to work engagement, with turnover intentions and psychological strain also used as criterion variables for comparison purposes. A heterogeneous sample of Australian employees (N = 823) responded to two waves of data collection separated by a 12‐month interval. It was expected that supportive aspects of organisational culture would be consistent with increased employee utilisation of FWAs, high work engagement, low turnover and low levels of psychological strain, and the opposite would be found for hindering aspects of organisational culture. It was also expected that supportive organisational culture would demonstrate an enduring effect over time. In general, research findings supported these hypotheses. However, the research also identified a negative relationship between use of FWAs and work engagement over time. This suggests that take‐up of FWAs is highly dependent on workplace cultural norms. The implications of these results are discussed.
dc.description.peerreviewedYes
dc.languageEnglish
dc.language.isoeng
dc.publisherJohn Wiley & Sons
dc.publisher.placeUnited Kingdom
dc.relation.ispartofpagefrom83
dc.relation.ispartofpageto103
dc.relation.ispartofissue1
dc.relation.ispartofjournalAsia Pacific Journal of Human Resources
dc.relation.ispartofvolume53
dc.subject.fieldofresearchIndustrial and organisational psychology (incl. human factors)
dc.subject.fieldofresearchcode520104
dc.titleFlexible work arrangements, work engagement, turnover intentions and psychological health
dc.typeJournal article
dc.type.descriptionC1 - Articles
dc.type.codeC - Journal Articles
dc.description.versionAccepted Manuscript (AM)
gro.rights.copyright© 2015 Australian Human Resources Institute. This is the peer reviewed version of the following article: Flexible work arrangements, work engagement, turnover intentions and psychological health, Asia Pacific Journal of Human Resources, Volume 53, Issue 1, Pages 83-103, 2015 which has been published in final form at https://doi.org/10.1111/1744-7941.12030. This article may be used for non-commercial purposes in accordance with Wiley Terms and Conditions for Self-Archiving (http://olabout.wiley.com/WileyCDA/Section/id-828039.html)
gro.hasfulltextFull Text
gro.griffith.authorBrough, Paula


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