التفاصيل البيبلوغرافية
| العنوان: |
Different Approaches to Managerial Support for Flexible Working: Implications for Public Sector Employee Well-Being. |
| المؤلفون: |
Buick, Fiona1 f.buick@unsw.edu.au, Blackman, Deborah Ann1, Glennie, Miriam1, Weeratunga, Vindhya1, O'Donnell, Michael Edward1 |
| المصدر: |
Public Personnel Management. Sep2024, Vol. 53 Issue 3, p377-405. 29p. |
| مصطلحات موضوعية: |
*SUPERVISION of employees, *CORPORATE culture, *TEAMS in the workplace, *QUALITATIVE research, *EXECUTIVES, *PUBLIC sector, *WORK-life balance, *INTERVIEWING, *QUESTIONNAIRES, *WORK environment, *DECISION making, *DESCRIPTIVE statistics, *FLEXTIME, *JOB satisfaction, *RESEARCH, *SOCIAL support, *ORGANIZATIONAL goals, *INDUSTRIAL relations, *MANAGEMENT, *LABOR supply, *EMPLOYMENT, PUBLIC officers, THEMATIC analysis, PSYCHOLOGY, RESEARCH methodology, QUALITY of life, DATA analysis software, THEORY, COMPARATIVE studies, WELL-being |
| مصطلحات جغرافية: |
AUSTRALIA |
| مستخلص: |
Improving well-being is an important human resource management issue within public sector organizations as it is linked with improved employee and organizational outcomes. A key antecedent to employee well-being is work–life balance, which can be supported or impeded by flexible working. The extent to which flexible working supports work–life balance and, ultimately, well-being depends on how flexible working is implemented, where managers play a central role. Managers can enable work–life balance by providing employees with work-family-specific support, which incorporates a range of behaviors, including facilitating access to flexible working. However, research to date says little about how and why managers engage in these behaviors and whether this differs within the same organizational context. This article addresses this gap, presenting four approaches to managerial support for flexible working: unconditional support, performance contingent support, no support, and support based upon the approval of others (transfer responsibility). It explores the reasons for each approach through the lens of Conservation of Resources (COR) theory. It suggests that different approaches create the potential for employee well-being to vary considerably within the same organizational and team context. These findings inform how to support and manage flexible working arrangements in ways that optimize well-being in the public sector. [ABSTRACT FROM AUTHOR] |
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| قاعدة البيانات: |
Business Source Index |