This research was supported in part by the Sunshine Education and Research Center at the University of South Florida. The Center is supported by Training Grant No. T42-OH008438 from the Centers for Disease Control and Prevention/National Institute for Occupational Safety and Health (NIOSH).
Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility
Version of Record online: 30 NOV 2012
© 2012 Wiley Periodicals, Inc.
Volume 66, Issue 2, pages 345–376, Summer 2013
How to Cite
Allen, T. D., Johnson, R. C., Kiburz, K. M. and Shockley, K. M. (2013), Work–Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66: 345–376. doi: 10.1111/peps.12012
- Issue online: 20 MAY 2013
- Version of Record online: 30 NOV 2012
- Accepted manuscript online: 23 SEP 2012 08:56PM EST
- Sunshine Education and Research Center at the University of South Florida. Grant Number: T42-OH008438
Workplace flexibility has been a topic of considerable interest to researchers, practitioners, and public policy advocates as a tool to help individuals manage work and family roles. In this study, meta-analysis is used to clarify what is known about the relationship between flexible work arrangements and work–family conflict by deconstructing the flexibility construct. We found that the direction of work–family conflict (work interference with family vs. family interference with work) and the specific form of flexibility (flextime vs. flexplace; use vs. availability) make a difference in the effects found. Overall, the significant effects were small in magnitude.