We first compare and contrast current conceptualizations of workplace flexibility in order to arrive at a definition harmony with its contemporary use: 'the ability workers make choices influencing when, where, for how long they engage work-related tasks'. Next, we situate theoretical contexts provide researchers clearer understanding what is, mechanisms operation are, why it may be related other concepts. Finally, present conceptual framework antecedents consequences flexibility, including...

This paper explores the perceptions of employees different ages regarding flexibility they need at work (flexibility fit) and their engagement with work. Using 49,209 observations representing 183,454 in 22 companies, we estimated a hierarchical linear model (HLM) to explain variation employee as function fit age. Although was powerful positive predictor for all employees, it more 45 older. The moderating effect provides employers guidance about how maintain workers ages, but especially...

Within an organizational justice framework, this article investigates which group of employees are less likely to have access flexible schedule options. Using data from the 1997 National Study Changing Workforce, logistical regressions were conducted identify employee, job, and workplace factors associated with limited four work schedules: modifying standard starting ending times, daily flex-time, taking time off for personal or family time, control over hours. Analyses imply that workers...

This study tested the effect of multiple levels engagement in productive roles paid work, volunteering, and caregiving on midlife older adults' psychological well-being.Using cross-sectional data from a sample 330 adults aged 50 (largely white, women, educated), treatment effects model was employed to test impact four (not involved low, medium, high engagement) well-being.Those work or volunteer activities who were reported greater well-being than those not involved, whereas low medium lower...

This study examines flexible work arrangement (FWA) availability in 2009 a sample of 545 American employers. While most employers offer FWAs to some their workforce, few these the majority workers. Those that options tend rely heavily on flexibility scheduling and place work. Seldom do organizations make reducing and/or pausing available portions labor forces. Industry sector, market conditions, organizational cultural support are predictive wide-scale FWA availability. reveals remain out...

This study examined the association between employee perceptions of two foci corporate social responsibility (CSR) and work attitudes in different countries. Using data collected as part a multinational research project with core team United States, we found that externally focused CSR enactment were positively associated engagement affective commitment. Perceptions internally commitment but not engagement. Analyses across countries revealed more cultural than economic differences. For...

Many workers do not utilize the flexible work options to which they have access nor necessarily all officially provided by their organizations. This study sheds light on these gaps using probit models with sample selection predict and utilization of fourteen options. The findings highlight roles supervisor support, occupation, work‐life culture. influence each factors differs.

Drawing on new institutionalism theory, this study examines the influence of institutional logics, belief systems that direct decision-makers’ attention to particular sets issues, human resource (HR) adaptation demographic changes. We argue prevalence age-neutral HR management and age-related practices such as age assessment older worker-targeted practices, are shaped by strength strategic (business case), benchmarking (comparing one’s set policies with peers’) compliance (laws regulations)...

Workplace-based health and wellness programs (HWPs) may be an obvious yet under-utilized strategy for promoting positive health-related behaviors among older workers increasing their ability to continue work. Given the unprecedented number of adults who extend labor force attachment beyond traditional retirement ages, a new vision adults' economic security overall quality-of-life should take into account intersections aging, work, health. The purpose this article is to: (a) discuss workplace...

As an increasing number of employees become caregivers, the role workplace resources in supporting caregivers has attracted attention researchers, employers, and policy-makers. Workplace flexibility is one type resource that particular interest, with research exploring whether (that is, giving some control over when and/or where work gets done) related to important outcomes for both employers. This investigation develops tests a mediational model explicating process through which –...

The problem and the solution. Employers who are interested in reducing employee conflict between work family may develop work—life initiatives to help them better manage their work—family stress. In this article, authors examine ways which human resources development (HRD) professionals could enhance effectiveness of policies programs by assessing extent employees' demands, availability needed resources, adaptive strategies tactics that employees use at home, work, community fulfill...

This paper examines the effects of two training-related measures (i.e. average days spent on training an employee per year and extent concentration) three aspects organizational performance: level productivity, rate innovation, turnover for organizations in Anglo, Germanic, Nordic, Eastern European cultures, as defined by Global Leadership Organization Behavior Effectiveness project. Analysis 2004 Cranet survey data indicates that both positively affected productivity Anglo nations, but...

Some work/family scholars assume that gender differences in career centrality (i.e. the importance of to one's identity) are a result differential job characteristics and family demands; others trace these pre-existing cultural orientations. Using 2010 Generations Talent data from 9210 employees working 11 countries for 7 multinational companies, this study verifies existence explores structural explanations. Gender disparities modest, indicating women's men's identification with careers is...

This study explores the possibility that 2008 economic recession affected availability of flexible work arrangements by comparing two surveys organizations in USA, one conducted prior to and other after its onset. Adaptation institutional perspectives are contrasted, revealing different expectations for effects tumult on arrangements. Greater support is found adaptation perspective, as offered fewer options 2009 than 2006. They also engaged less promotion alternate Analysis indicates trends...

AbstractThis study examined U.S. state-level policy aimed at fostering social innovation. Using a web-based protocol, searches were conducted on key words: innovation, entrepreneurship, enterprise, impact, low-profit limited-liability, benefit corporations, and impact bonds. Findings suggest states vary considerably in action infrastructure that creates an environment to stimulate Policies allowing limited-liability companies corporations are primary tools, while bonds being explored some...

While the social innovation paradigm fosters new thinking for nonprofits, most definitions have come from management. Human service leaders not driven definition and application. This exploratory study engaged 23 human to understand their perspectives on innovation. Participants identified with language around developing solutions but provided more-nuanced how manifests in environment. included alignment business concepts, collaboration, integration of technology. Given significant role...

The practice of social innovation offers promising approaches for addressing issues. Although many strategies are congruent with macro work theory and practice, some the insights tactics that have emerged in field potential to strengthen current practice. Based on our experiences program at Boston College School Social Work, we focus 5 aspects cycle suggest content can be incorporated into curriculum.

Two key theoretical frameworks that explain why people might hold biases for or against a specific age group-cultural stereotypes and in-group favoritism-yield distinct sometimes contradictory predictions. This study proposes combined framework drawing on these two theories then tests hypotheses based this in the workplace context. Using survey data from U.S. employees of pharmaceutical companies, we evaluated extent to which respondents attributed characteristics related innovation change...