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首页> 外文期刊>Applied Psychology >Flexible Work Arrangements Availability and their Relationship with Work-to-Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters
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Flexible Work Arrangements Availability and their Relationship with Work-to-Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters

机译：灵活的工作安排可用性及其与家庭冲突，工作满意度和离职意图的关系：三个国家集群的比较

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摘要

The present study explored the availability of flexible work arrangements (FWA) and their relationship with manager outcomes of job satisfaction, turnover intentions, and work-to-family conflict (WFC) across country clusters. We used individualism and collectivism to explain differences in FWA availability across Latin American, Anglo, and Asian clusters. Managers from the Anglo cluster were more likely to report working in organisations that offer FWA compared to managers from other clusters. For Anglo managers, flextime was the only FWA that had significant favorable relationships with the outcome variables. For Latin Americans, part-time work negatively related with turnover intentions and strain-based WFC. For Asians, flextime was unrelated to time-based WFC, and telecommuting was positively associated with strain-based WFC. The clusters did not moderate the compressed work week and outcome relationships. Implications for practitioners adopting FWA practices across cultures are discussed.
机译：本研究探讨了弹性工作安排（FWA）的可用性及其与经理满意度，跨国家集群的工作满意度，离职意向和工作与家庭冲突（WFC）的关系。我们使用个人主义和集体主义来解释拉丁美洲，盎格鲁和亚洲集群在FWA可用性上的差异。与来自其他集群的经理相比，来自盎格鲁集群的经理更有可能报告在提供FWA的组织中的工作。对于盎格鲁经理人来说，弹性时间是唯一与结果变量具有显着有利关系的FWA。对于拉丁美洲人而言，兼职工作与离职意图和基于压力的WFC负相关。对于亚洲人来说，弹性时间与基于时间的WFC无关，而远程办公与基于应变的WFC正相关。集群没有缓解工作日压缩和成果关系。讨论了从业人员在跨文化中采用FWA做法的含义。

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