The Effect of Flexible Work Arrangements on MNC Employees’ Job Engagement: The Moderating Roles of In-group Collectivism and Institutional Collectivism
0
조회
0
다운로드
0
인용
0
참고문헌
키워드
초록
This study examined the effect of flexible work arrangements (FWAs) on employees’ job engagement. Based on the person-environment fit theory, FWAs would be expected to help employees fit well in their job environments because they are resources that help employees to achieve a better work-life balance and to better satisfy the needs and demands of their personal lives. Accordingly, in this study it was hypothesized that FWAs would increase job engagement. This study also analyzed the cultural factors, in-group collectivism and institutional collectivism, to determine whether they moderate the effect that FWAs have on job engagement. This study analyzed data from the Generations of Talent Study Database compiled by the Sloan Center on Aging and Work at Boston College and the GLOBE database. The total sample was collected from 7,701 employees working in multinational enterprises in the US, the UK, China, India, Brazil, Japan, the Netherlands, Mexico and Spain. The result supported the hypothesis that FWAs increased job engagement. The result further revealed that in-group collectivism weakened the positive effect of FWAs on job engagement.
Abstract
This study examined the effect of flexible work arrangements (FWAs) on employees’ job engagement. Based on the person-environment fit theory, FWAs would be expected to help employees fit well in their job environments because they are resources that help employees to achieve a better work-life balance and to better satisfy the needs and demands of their personal lives. Accordingly, in this study it was hypothesized that FWAs would increase job engagement. This study also analyzed the cultural factors, in-group collectivism and institutional collectivism, to determine whether they moderate the effect that FWAs have on job engagement. This study analyzed data from the Generations of Talent Study Database compiled by the Sloan Center on Aging and Work at Boston College and the GLOBE database. The total sample was collected from 7,701 employees working in multinational enterprises in the US, the UK, China, India, Brazil, Japan, the Netherlands, Mexico and Spain. The result supported the hypothesis that FWAs increased job engagement. The result further revealed that in-group collectivism weakened the positive effect of FWAs on job engagement.
참고문헌 (75)
- Allen, T. D., "Family-Supportive Work Environments : The Role of Organizational Perceptions", Journal of Vocational Behavior, 58(3), pp.414~435 (2001)
- Baltes, B. B., "Flexible and Compressed Workweek Schedules : A Meta-Analysis of Their Effects on Work-Related Criteria", Journal of Applied Psychology, 84(4), pp.496~513 (1999)
- Berg, P., "Contesting Time : International Comparisons of Employee Control of Working Time", ILR Review, 57(3), pp.331~349 (2004)
- Biggs, A., "Strategic Alignment with Organizational Priorities and Work Engagement : A Multi-Wave Analysis", Journal of Organizational Behavior, 35(3), pp.301~317 (2014)
- Blau, P. M., "Exchange and Power in Social Life" (1964), Wiley
- Bowen, D. E., "Understanding HRM–Firm Performance Linkages : The Role of the ‘Strength’ of the HRM System", Academy of Management Review, 29(2), pp.203~221 (2004)
- Brewster, C., "Human Resource Management in Europe : Evidence of Convergence" (2004), Elsevier Butterworth-Heinemann
- Brough, P., "The Ability of ‘Family Friendly’ Organizational Resources to Predict Work–Family Conflict and Job and Family Satisfaction", Stress and Health: Journal of the International Society for the Investigation of Stress, 21(4), pp.223~234 (2005)
- Caillier, J. G., "The Impact of Teleworking on Work Motivation in A US Federal Government Agency", The American Review of Public Administration, 42(4), pp.461~480 (2012)
- Casper, W. J., "The Impact of Work", Life Benefits and Perceived Organizational Support on Job Pursuit Intentions, 2004, pp.65, 391~410
- Casper, W. J., "Work-Life Benefits and Organizational Attachment : Self-Interest Utility and Signaling Theory Models", Journal of Vocational Behavior, 72(1), pp.95~109 (2008)
- Coyle-Shapiro, J. A., "The Employment Relationship: Examining Psychological and Contextual Perspectives" (2004), Oxford University Press
- Dunham, R. B., "Alternative Work Schedules : Two Field Quasi-Experiments", Personnel Psychology, 40(2), pp.215~242 (1987)
- Eisenberger, R., "Reciprocation of Perceived Organizational Support", Journal of Applied Psychology, 86(1), pp.42~51 (2001)
- Eisenberger, R., "Perceived Organizational Support", Journal of Applied Psychology, 71(3), pp.500~507 (1986)
- Gajendran, R. S., "The Good, the Bad, and the Unknown about Telecommuting : Meta-Analysis of Psychological Mediators and Individual Consequences", Journal of Applied Psychology, 92(6), pp.1524~1541 (2007)
- Gittleman, M., "Flexible Workplace Practices : Evidence from A Nationally Representative Survey", ILR Review, 52(1), pp.99~115 (1998)
- Glass, J. L., "The Family Responsive Workplace", Annual Review of Sociology, 23(1), pp.289~313 (1997)
- Glass, J. L., "Coverage and Effectiveness of Family-Responsive Workplace Policies", Human Resource Management Review, 12(3), pp.313~337 (2002)
- Goode, W. J., "A Theory of Role Strain", American Sociological Review, pp.483~496 (1960)
- Goto, J., "Aging Society and the Labor Market in Japan: Should the Fertility Rate Be Raised Now?—NO!", Japanese Labour Bulletin, 40(9) (2001)
- Gouldner, A. W., "The Norm of Reciprocity : A Preliminary Statement", American Sociological Review, 25, pp.161~178 (1960)
- Greenhaus, J. H., "Sources of Conflict Between Work and Family Roles", Academy of Management Review, 10(1), pp.76~88 (1985)
- Grover, S. L., "Who Appreciates Family-Responsive Human Resource Policies : The Impact of Family-Friendly Policies on the Organizational Attachment of Parents and Non-Parents", Personnel Psychology, 48(2), pp.271~288 (1995)
- Guzzo, R. A., "Human Resource Practices as Communications and the Psychological Contract", Human Resource Management, 33(3), pp.447~462 (1994)
- Hadden, J., "21 Major Companies that Have Announced Employees Can Work Remotely Long-Term", Business Insider, ~ (2020)
- Hill, E. J., "Defining and Conceptualizing Workplace Flexibility", Community, Work and Family, 11(2), pp.149~163 (2008)
- Hom, P. W., "Explaining Employment Relationships with Social Exchange and Job Embeddedness", Journal of Applied Psychology, 94(2), pp.277~297 (2009)
- Hornung, S., "Creating Flexible Work Arrangements Through Idiosyncratic Deals", Journal of Applied Psychology, 93(3), pp.655~664 (2008)
- House, R. J., "Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies" (2004), Sage publications
- House, R., "Understanding Cultures and Implicit Leadership Theories Across the Globe : An Introduction to Project GLOBE", Journal of World Business, 37(1), pp.3~10 (2002)
- Huang, H. J., "Labour Flexibility and Related HRM Practices: A Study of Large Taiwanese Manufacturers", Canadian Journal of Administrative Sciences, 2001, pp.18(1), 33~39
- ILO, "Teleworking Arrangements During the Covid-19 Crisis and Beyond", Paper Prepared for the 2nd Employment Working Group Meeting Under the 2021 Italian Presidency of the G20 (2021), International Labour Organization
- Javidan, M., "Cross-Border Transfer of Knowledge : Cultural Lessons from Project GLOBE", Academy of Management Perspectives, 19(2), pp.59~76 (2005)
- Jenner, L., "Work-Family Programs : Looking Beyond Written Policies", HR Focus, 71(1), pp.19~20 (1994)
- Kelly, E. L., "Rethinking the Clockwork of Work : Why Schedule Control May Pay Off at Work and at Home", Advances in Developing Human Resources, 9(4), pp.487~506 (2007)
- Kirby, E., "The Policy Exists but You Can't Really Use It : Communication and the Structuration of Work-Family Policies", Journal of Applied Communication Research, 30(1), pp.50~77 (2002)
- Leslie, L. M., "Flexible Work Practices: A Source of Career Premiums or Penalties?", Academy of Management Journal, 55(6), pp.1407~1428 (2012)
- Levinson, H., "Reciprocation : The Relationship Between Man and Organization", Administrative Science Quarterly, 9, pp.370~390 (1965)
- Lewis, S., "Flexible Working Arrangements : Implementation, Outcomes, and Management", International Review of Industrial and Organizational Psychology, 18, pp.1~28 (2003)
- Martínez-Sánchez, A., "Telework, Human Resource Flexibility and Firm Performance", New Technology, Work and Employment, 22(3), pp.208~223 (2007)
- Masuda, A. D., "Flexible Work Arrangements Availability and Their Relationship with Work-to-Family Conflict, Job Satisfaction, and Turnover Intentions: A Comparison of Three Country Clusters", Applied Psychology, 61(1), pp.1~29 (2012)
- McDonald, P., "Freedom or Fallout in Local Government? How Work–Life Culture Impacts Employees Using Flexible Work Practices", The International Journal of Human Resource Management, 18(4), pp.602~622 (2007)
- McNall, L. A., "Flexible Work Arrangements, Job Satisfaction, and Turnover Intentions : The Mediating Role of Work-to-Family Enrichment", The Journal of Psychology, 144(1), pp.61~81 (2010)
- Peretz, H., "Flexible Work Arrangements, National Culture, Organisational Characteristics, and Organisational Outcomes : A Study Across 21 Countries", Human Resource Management Journal, 28(1), pp.182~200 (2018)
- Pitt-Catsouphes, M., "The Multi-Generational Workforce : Workplace Flexibility and Engagement", Community, Work and Family, 11(2), pp.215~229 (2008)
- Poelmans, S., "A Multi-Level Model for Studying the Context and Impact of Work–Family Policies and Culture in Organizations", Human Resource Management Review, 14(4), pp.409~431 (2004)
- Raghuram, S., "Flexible Employment Practices in Europe : Country Versus Culture", International Journal of Human Resource Management, 12(5), pp.738~753 (2001)
- Realo, A., "Radius of Trust : Social Capital in Relation to Familism and Institutional Collectivism", Journal of Cross-Cultural Psychology, 39(4), pp.447~462 (2008)
- Rhoades, L., "Perceived Organizational Support : A Review of the Literature", Journal of Applied Psychology, 87(4), pp.698~714 (2002)
- Richman, A., "Everyone Wants an Engaged Workforce How Can You Create It", Workspan, 49(1), pp.36~39 (2006)
- Richman, A. L., "The Relationship of Perceived Flexibility, Supportive Work–Life Policies, and Use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention", Community, Work and Family, 11(2), pp.183~197 (2008)
- Rofcanin, Y., "Human Relations Virtual Special Issue : Flexible Work Practices and Work-Family Domain", Human Relations, 73(8), pp.1182~1185 (2020)
- Rogier, S. A., "The Impact of Utilizing A Flexible Work Schedule on the Perceived Career Advancement Potential of Women", Human Resource Development Quarterly, 15(1), pp.89~106 (2004)
- Rousseau, D., "Psychological Contracts in Organizations" (1995), Sage
- Rousseau, D. M., "Schema, Promise and Mutuality : The Building Blocks of the Psychological Contract", Journal of Occupational and Organizational Psychology, 74(4), pp.511~541 (2001)
- Rudolph, C. W., "Age and Health Jointly Moderate the Influence of Flexible Work Arrangements on Work Engagement : Evidence from Two Empirical Studies", Journal of Occupational Health Psychology, 22(1), pp.40~60 (2016)
- Saks, A. M., "Antecedents and Consequences of Employee Engagement", Journal of Managerial Psychology, 21(7), pp.600~619 (2006)
- Schaufeli, W. B., "Research Methods in Occupational Health Psychology: Measurement, Design, and Data Analysis" (2012), Routledge
- Schaufeli, W. B., "Employee Engagement in Theory and Practice" (2013), Routledge
- Schaufeli, W. B., "The Measurement of Engagement and Burnout : A Two Sample Confirmatory Factor Analytic Approach", Journal of Happiness Studies, 3(1), pp.71~92 (2002)
- Settoon, R. P., "Social Exchange in Organizations : Perceived Organizational Support, Leader–Member Exchange, and Employee Reciprocity", Journal of Applied Psychology, 81(3), pp.219~227 (1996)
- Stavrou, E. T., "Flexible Work Bundles and Organizational Competitiveness : A Cross-National Study of the European Work Context", Journal of Organizational Behavior : The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(8), pp.923~947 (2005)
- Stavrou, E., "Flexible Work and Turnover : An Empirical Investigation Across Cultures", British Journal of Management, 21(2), pp.541~554 (2010)
- Stavrou, E., "Nonstandard Work Arrangements and Configurations of Firm and Societal Systems", International Journal of Human Resource Management, 26(19), pp.2412~2433 (2015)
- Steward, B., "Changing Times : The Meaning, Measurement and Use of Time in Teleworking", Time and Society, 9(1), pp.57~74 (2000)
- Thompson, L., "Social Perception in Negotiation", Organizational Behavior and Human Decision Processes, 47(1), pp.98~123 (1990)
- Tietze, S., "The Times and Temporalities of Home-Based Telework", Personnel Review, 32(4), pp.438~455 (2003)
- Timms, C., "Flexible Work Arrangements, Work Engagement, Turnover Intentions and Psychological Health", Asia Pacific Journal of Human Resources, 53(1), pp.83~103 (2015)
- Tsui, A. S., "Choice of Employee-Organization Relationship : Influence of External and Internal Organizational Factors", Research in Personnel and Human Resources Management, 13(1), pp.117~151 (1995)
- Voydanoff, P., "Toward A Conceptualization of Perceived Work-Family Fit and Balance : A Demands and Resources Approach", Journal of Marriage and Family, 67(4), pp.822~836 (2005)
- Weeden, K. A., "Is There A Flexiglass Ceiling? Flexible Work Arrangements and Wages in the United States", Social Science Research, 34(2), pp.454~482 (2005)
- Wood, S., "Human Resource Management and Performance", International Journal of Management Reviews, 1(4), pp.367~413 (1999)
- Yang, N., "Sources of Work–Family Conflict : A Sino-US Comparison of the Effects of Work and Family Demands", Academy of Management Journal, 43(1), pp.113~123 (2000)
- Youndt, M. A., "Human Resource Management, Manufacturing Strategy, and Firm Performance", Academy of Management Journal, 39(4), pp.836~866 (1996)
