Do blended working arrangements enhance organizational attractiveness and organizational citizenship behaviour intentions? An individual difference perspective

Wörtler, Burkhard; Yperen, Nico W. Van; Barelds, Dick P. H.

doi:10.1080/1359432x.2020.1844663

Cited by 18 publications

(19 citation statements)

References 106 publications

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“…Boundary preferences—that is, the desired ways in which individuals seek to manage their work–nonwork boundaries—influence the enactment of boundary control (Kossek et al, 2006). This includes, for example, how individual characteristics—including a high need for autonomy or low need for structure—encourage individual use of policies offering spatial and temporal flexibility (Wörtler, Van Yperen, & Barelds, 2021). Individual implementation is also affected by career considerations —that is, projections about one's future work-related opportunities that affect policy uptake—as use decisions are weighed regarding the potential for lost future opportunities associated with promotion and pay (Horvath, Grether, & Wiese, 2018) due to backlash perceptions.…”

Section: Methodsmentioning

confidence: 99%

Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework

Kossek

Perrigino

Lautsch

2022

Journal of Management

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Although management research on work-life flexibility policies has occurred for over 40 years, it is underdeveloped with inconsistent results. We argue that this is due to theorizing that—but not measuring whether—policy use increases boundary control; a fragmented literature examining a range of policies (either individually or bundled) without comprehensive integration; and an under-examination of policy implementation effectiveness. Drawing on boundary theory, we inductively review 338 studies to organize the work–life flexibility policy literature around a boundary control and implementation framework. Our framework derives a taxonomy of types of boundary control, identifies implementation stages, considers the importance of policy bundling, and incorporates multi-level (individual, group, organizational, societal) and multi-domain (family, work) dynamics. Our review shows that the current literature often assesses the availability of single policies and individual outcomes; but under-assesses boundary control, extent of use, bundling, implementation, and multi-level outcomes. Our results provide a springboard for future research and practice by offering new insights for understanding work–life flexibility policies, encouraging scholars to: (1) recognize the crucial role of different types of employee boundary control (spatial, size, temporal, permeability, continuity) as an inherent element of policy experiences that must be measured rather than merely assumed; (2) examine how work–life flexibility policy implementation involves four implementation stages—availability, access experiences (including enablers and barriers), use, and outcomes—with multiple stakeholders (e.g., individual employees, supervisors, coworkers, family) and contextual factors (i.e., societal forces); and (3) innovate ways to examine emergent policy issues such as equality, home implementation, and hybrid forms.

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Section: Methodsmentioning

confidence: 99%

Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework

Kossek

Perrigino

Lautsch

2022

Journal of Management

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“…Second, even when organizations request telework as standard form of working, employees can still be given as much control as possible, for example in choosing the days on which they work remotely. One form of work that is increasingly being implemented in companies are blended working arrangements (e.g., Wörtler et al, 2020). Such working arrangements allow employees to decide flexibly when and how long they work (time-independent working) and from where they perform their work (location-independent working) (e.g., Van Yperen et al, 2014).…”

Section: Practical Implicationsmentioning

confidence: 99%

Telework at times of a pandemic: The role of voluntariness in the perception of disadvantages of telework

Kaluza

Dick

2022

Curr Psychol

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The implications of telework are discussed controversially and research on its positive and negative effects has produced contradictory results. We explore voluntariness of employee telework as a boundary condition which may underpin these contradictory findings. Under normal circumstances, individuals who do more telework should perceive fewer disadvantages. However, during the COVID-19 pandemic, employees could no longer voluntarily choose to telecommute, as many organizations were forced to introduce telework by governmental regulations. In two studies, we examine whether the voluntary nature of telework moderates the association between the amount of telework and perceptions of disadvantage. In Study 1, we collected data before and during the COVID-19 pandemic (N = 327). Results show that pre-pandemic participants (who were more likely to voluntarily choose this form of work) reported fewer disadvantages the more telework they did, but this was not the case for employees during the COVID-19 pandemic. To validate these findings, we measured employees’ voluntariness of telework in Study 2 (N = 220). Results support the importance of voluntariness: Individuals who experience a high degree of voluntariness in choosing telework perceive fewer disadvantages the more they telework. However, the amount of telework was not related to reduced perceptions of disadvantages for those who experienced low voluntariness regarding the telecommuting arrangement. Our findings help to understand when telework is related to the perception of disadvantages and they can provide organizations with starting points for practical interventions to reduce the negative effects of telework.

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“…Next, consider conscientiousness: Conscientious individuals may be more likely to struggle with the lack of structure and uncertainty associated with enforced remote work, whereas unconscientious workers may be more likely to thrive under these conditions. Conscientious individuals have a stronger need for structure (Neuberg & Newsom, 1993), and people with a stronger need for structure expect themselves to benefit less from remote work (Wörtler et al, 2020). Some prior work supports this notion: Diligence, a facet of conscientiousness that reflects persistence and hard work, is associated with better job outcomes in traditional work settings.…”

Section: Discussionmentioning

confidence: 99%

Extroversion and Conscientiousness Predict Deteriorating Job Outcomes During the COVID-19 Transition to Enforced Remote Work

Evans

Meyers

Calseyde

et al. 2021

Social Psychological and Personality Science

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At the beginning of the COVID-19 pandemic, organizations around the world rapidly transitioned to enforced remote work. We examined the relationship between personality and within-person changes in five job outcomes (self-reported performance, engagement, job satisfaction, burnout, and turnover intentions) during this transition. We conducted a four-wave longitudinal study, from May to August 2020, of employees working from home due to COVID-19, N = 974. On average, self-reported performance decreased over the course of the study, whereas the other outcomes remained stable. There was also significant between-person variability in job outcomes. Extroversion and conscientiousness, two traits traditionally associated with desirable outcomes, were associated with deteriorating outcomes over time. Extroverted employees and conscientious employees became less productive, less engaged, and less satisfied with their jobs; and extroverted employees reported increasing burnout. These results add to our understanding of how personality predicts within-person changes in performance, well-being, and turnover intentions during the pandemic.

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Do blended working arrangements enhance organizational attractiveness and organizational citizenship behaviour intentions? An individual difference perspective

Cited by 18 publications

References 106 publications

Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework

Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework

Telework at times of a pandemic: The role of voluntariness in the perception of disadvantages of telework

Extroversion and Conscientiousness Predict Deteriorating Job Outcomes During the COVID-19 Transition to Enforced Remote Work

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