TY - JOUR
T1 - Flexible work arrangements, national culture, organizational characteristics, and organizational outcomes: A study across 21 countries
AU - Peretz, Hilla
AU - Fried, Yitzhak
AU - Levi, Ariel
PY - 2018/1
Y1 - 2018/1
N2 - © 2017 John Wiley & Sons Ltd. Using a contingency perspective, we investigated two complementary topics: (a) the influence of the GLOBE national cultural values and key organisational variables on employee use of flexible work arrangements (FWAs), and (b) the contribution of the level of congruence between cultural values and FWA use on absenteeism and turnover. The results, based on Cranfield Network on Comparative Human Resource Management-a large data set across multiple countries-supported the hypothesised effects of the cultural values on employee use of FWAs and the moderating effects of these cultural values on FWA use and organisational outcomes. Specifically, we found that national cultural values and organisational characteristics were related to outcomes via FWA use; and employees' use of FWAs had the overall effect of reducing absenteeism and turnover, but this effect was weakened when the FWAs were not consistent with cultural values. Theoretically, our results add to o
AB - © 2017 John Wiley & Sons Ltd. Using a contingency perspective, we investigated two complementary topics: (a) the influence of the GLOBE national cultural values and key organisational variables on employee use of flexible work arrangements (FWAs), and (b) the contribution of the level of congruence between cultural values and FWA use on absenteeism and turnover. The results, based on Cranfield Network on Comparative Human Resource Management-a large data set across multiple countries-supported the hypothesised effects of the cultural values on employee use of FWAs and the moderating effects of these cultural values on FWA use and organisational outcomes. Specifically, we found that national cultural values and organisational characteristics were related to outcomes via FWA use; and employees' use of FWAs had the overall effect of reducing absenteeism and turnover, but this effect was weakened when the FWAs were not consistent with cultural values. Theoretically, our results add to o
U2 - 10.1111/1748-8583.12172
DO - 10.1111/1748-8583.12172
M3 - Article
SP - 182
EP - 200
JO - Human Resource Management Journal (UK)
JF - Human Resource Management Journal (UK)
ER -