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On the uptake of flexible working arrangements and the association with human resource and organizational performance outcomes

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dc.contributor.author Berkery, Elaine C.
dc.contributor.author Morley, Michael
dc.contributor.author Tiernan, Siobhán
dc.contributor.author Purtill, Helen
dc.contributor.author Parry, Emma
dc.date.accessioned 2017-05-26T14:13:04Z
dc.date.issued 2017
dc.identifier.uri http://hdl.handle.net/10344/5823
dc.description peer-reviewed en_US
dc.description The full text of this article will not be available on ULIR until the embargo expires on the 23/1/2019
dc.description.abstract The aim of this study was to identify bundles of flexible working arrangements (FWAs) from data provided by 1,064 organizations in seven EU countries, and to relate bundle membership to demographic variables and human resource (HR) and organizational performance outcomes. Using Ward's hierarchical clustering algorithm we identified four distinct bundles of FWAs based on the uptake of twelve individual FWAs across the sample of organizations. Bundle 1 represents organizations engaging in a high level of annual hours contracts; bundle 2 represents more traditional work practices; bundle 3 represents organizations mainly offering shift-work and bundle 4 represents organizations with a high uptake of flexi-time. The demographic profile of organizations recorded across each of the four bundles was significantly different. Finally, significant associations were found between the bundle membership and employee turnover (p< 0.001), absenteeism (p < 0.001) and productivity (p< 0.015). The implications of these results are discussed and directions for future research are proposed. en_US
dc.language.iso eng en_US
dc.publisher John Wiley and Sons Ltd. en_US
dc.relation.ispartofseries European Management Review; 14 (2), pp. 165-183
dc.relation.uri http://dx.doi.org/10.1111/emre.12103
dc.rights This is the peer reviewed version of the following article: “On the Uptake of Flexible Working Arrangements and the Association with Human Resource and Organisational Performance Outcomes” 2017 in European Management Review which has been published in final form at http://dx.doi.org/10.1111/emre.12103. 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#terms en_US
dc.subject performance en_US
dc.subject HRM en_US
dc.subject employment contract en_US
dc.subject productivity en_US
dc.subject flexible work arrangements en_US
dc.subject absenteeism en_US
dc.subject employee turnover en_US
dc.subject CRANET en_US
dc.title On the uptake of flexible working arrangements and the association with human resource and organizational performance outcomes en_US
dc.type info:eu-repo/semantics/article en_US
dc.type.supercollection all_ul_research en_US
dc.type.supercollection ul_published_reviewed en_US
dc.date.updated 2017-05-26T13:58:09Z
dc.description.version ACCEPTED
dc.identifier.doi 10.1111/emre.12103
dc.date.embargoEndDate 2019-01-23
dc.embargo.terms 2019-01-23 en_US
dc.rights.accessrights info:eu-repo/semantics/embargoedAccess en_US
dc.internal.rssid 2701345
dc.internal.copyrightchecked Yes
dc.identifier.journaltitle European Management Review
dc.description.status peer-reviewed


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