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Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements

机译：灵活的工作，个人绩效和员工态度：比较正式和非正式的安排

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摘要

In the context of a wider trend to individualize human resource management, this article examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, this article also examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyzes whether these relationships vary according to whether the arrangement was set up through a formal process or negotiated informally between the employee and his or her line manager. Extant research has tended to focus on formal arrangements, however, informal arrangements are widespread and may better accommodate work-life preferences, thereby potentially fostering more positive attitudes from employees. Survey data from 2,617 employees in four large organizations with well-established flexible working policies are analyzed. Results from structural equation models show average positive indirect effects from informal flexible working, but also negative direct effects from formal flexible working. When two forms of flexible working amenable to being set up by both formal and informal means are examined separately, formal arrangements for flexibility over working hours are found to be negatively associated with performance, but also a source of greater job satisfaction; informal remote working arrangements have positive indirect effects via organizational commitment and job satisfaction on worker performance. (c) 2016 Wiley Periodicals, Inc.
机译：在个性化人力资源管理的广泛趋势的背景下，本文研究了弹性工作安排与个人绩效之间的关系。本文还利用一系列理论，考察了通过工作满意度和组织承诺对员工绩效的潜在间接影响，并根据员工与员工之间通过正式程序建立还是非正式协商安排的关系，分析了这些关系是否有所不同。她的直线经理。现有的研究倾向于集中于正式的安排，但是非正式的安排却很普遍，可以更好地适应工作和生活的偏好，从而有可能培养员工的积极态度。分析了来自四个大型组织的2,617名员工的调查数据，这些员工制定了灵活的工作政策。结构方程模型的结果显示，非正式弹性工作产生的平均正间接影响，以及正规弹性工作产生的负直接影响。当分别检查两种形式的可通过正式和非正式方式建立的弹性工作方式时，发现在工作时间内进行弹性工作的正式安排与绩效有负相关关系，但也带来更高的工作满意度；非正式的远程工作安排通过组织承诺和工作满意度对工人绩效产生积极的间接影响。 （c）2016年威利期刊有限公司

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