An Analysis of Supervisor Support of Policies on Workplace Flexibility

Abstract

Workplace flexibility policies provide workers with an opportunity to attain a healthy work-life balance. This study utilized a secondary data set of 658 supervisors from a study that was commissioned by the work-life office of a major university in the Southern United States to get a better understanding of the implementation of flexibility policies at this university. The purpose of examining this secondary data set was to determine whether supervisors who have caregiving responsibilities are more likely to be supportive of workplace flexibility policies than those with no caregiving responsibilities. The findings indicate that supervisors who have caregiving responsibilities are no more likely to be supportive of workplace flexibility than those with no caregiving responsibilities. This finding is important to those who have a vested interest in understanding factors that may promote or undermine workplace policies that have direct impact on workers and their families. Future research and recommendations for practice are made.

A systematic review of work-life integration and role of flexible work arrangements

“…Employer’s trust towards employees to the utilization of FWAs wisely remains in a doubt, they believe employees will use the flexibility for personal leisure more than to balance their obligations and employees using FWAs put the burden on the supervisors and colleagues by leaving extra work for them (Chung, 2018a; Grant et al , 2013; Van der Lippe et al , 2018; Vilhelmson and Thulin, 2016). With this skewed perception, the supervisor is less supportive of the FWAs and towards the employees who are using them (Bentley et al , 2016; Jaoko, 2012).…”

University staff and flexible work: inequalities, tensions and challenges

“…Supervisory support has been identified as a determinant of successful implementation. Supervisors are recognised as complicit in reflecting organisational values and signalling support to staff relating to the use of FWAs, and in shaping access (Jaoko, 2012;Williams, Cathcart, & McDonald, 2018;Williamson, Colley, Foley, & Cooper, 2018).…”

The Moderating Effect of Work-Life Balance on Job Satisfaction

“…A flexible work arrangement increases job satisfaction and helps to maintaina balance between work and life (Jaoko, 2012). Flexible working hours contributes in meeting employees'jobs and family obligations (Coetzee & Schreuder, 2011).…”