2,537
Views
0
CrossRef citations to date
0
Altmetric
Management

Influence of workplace flexibility on employee engagement among young generation

ORCID Icon, ORCID Icon & ORCID Icon
Article: 2309705 | Received 03 Jun 2023, Accepted 10 Jan 2024, Published online: 05 Feb 2024

References

  • Ahuja, M. K., Chudoba, K. M., Kacmar, C. J., McKnight, D. H., & George, J. F. (2007). IT road warriors: Balancing work-family conflict, job autonomy, and work overload to mitigate turnover intentions. MIS Quarterly, 31(1), 1–20. https://doi.org/10.2307/25148778
  • Alfes, K., Truss, C., Soane, E. C., Rees, C., & Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement. Human Resource Management, 52(6), 839–859. https://doi.org/10.1002/hrm.21512
  • Albrecht, S., Green, C., & Marty, A. (2021). Meaningful work, job resources, and employee engagement. Sustainability, 13(7), 4045. https://doi.org/10.3390/su13074045
  • Allam, Z., & Shaik, A. R. (2020). A study on quality of work life amongst employees working in the Kingdom of Saudi Arabia. Management Science Letters, 10(6), 1287–1294. https://doi.org/10.5267/j.msl.2019.11.029
  • Allam, Z., Asad, M., Ali, A., & Ali, N. (2021 Visualization of knowledge aspects on workplace spirituality through bibliometric analysis [Paper presentation]. 2021 International Conference on Decision Aid Sciences and Application (DASA), Sakheer (pp. 446–450). IEEE.
  • Armitage, L. A., & Amar, J. H. N. (2021). Person-Environment Fit Theory: Application to the design of work environments. In R. Appel-Meulenbroek & D. Vitalija (Eds.), A Handbook of Theories on Designing Alignment Between People and the Office Environment (pp. 14–26). Routledge.
  • Asad, M. (2020). Human resource practices and employee turnover intentions: Do organizational commitment mediates and social support moderates the relationship? International Journal of Psychosocial Rehabilitation, 24(7), 5685–5695.
  • Asad, M., Asif, M. U., Allam, Z., & Sheikh, U. A. (2021 A mediated moderated analysis of psychological safety and employee empowerment between sustainable leadership and sustainable performance of SMEs [Paper presentation]. 2021 International Conference on Sustainable Islamic Business and Finance, Sakheer. (pp. 33–38). IEEE.
  • Asad, M., & Kashif, M. (2021). Unveiling success factors for small and medium enterprises during COVID-19 pandemic. Arab Journal of Basic and Applied Sciences, 28(1), 187–194. https://doi.org/10.1080/25765299.2020.1830514
  • Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice (13th ed.). Kogan Page.
  • Bal, P. M., & de Lange, A. H. (2015). From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study. Journal of Occupational and Organizational Psychology, 88(1), 126–154. https://doi.org/10.1111/joop.12082
  • Bal, P. M., van Kleef, M., & Jansen, P. G. W. (2015). The impact of career customization on work outcomes: Boundary conditions of manager support and employee age. Journal of Organizational Behavior, 36(3), 421–440. https://doi.org/10.1002/job.1998
  • Beigi, M., Shirmohammadi, M., & Stewart, J. (2018). Flexible Work Arrangements and Work–Family Conflict: A Metasynthesis of Qualitative Studies Among Academics. Human Resource Development Review, 17(3), 314–336. https://doi.org/10.1177/1534484318787628
  • Bhakuni, S., & Saxena, S. (2023). Exploring the Link between Training and Development. Journal of Business and Management Studies, 5(1), 173–180. https://doi.org/10.32996/jbms.2023.5.1.17
  • Bin, A. S. (2015). The relationship between job satisfaction, job performance and employee engagement: An explorative study. Issues in Business Management and Economics, 4(1), 1–8.
  • Blau, P. M. (2017). Exchange and power in social life. Routledge.
  • Bran, C., & Udrea, C. I. (2016). The influence of motivation and flexibility on job performance. The European Proceedings of Social & Behavioural Sciences EpSBS, 15, 135–143.
  • Breevaart, K., Bakker, A. B., & Demerouti, E. (2014). Daily self-management and employee work engagement. Journal of Vocational Behavior, 84(1), 31–38. https://doi.org/10.1016/j.jvb.2013.11.002
  • Bronfenbrenner, U. (1989). Ecological systems theory. Annals of Child Development, 6, 187–249.
  • Bronfenbrenner, U., & Ceci, S. J. (1994). Nature-nuture reconceptualized in developmental perspective: A bioecological model. Psychological Review, 101(4), 568–586. https://doi.org/10.1037/0033-295x.101.4.568
  • Cășuneanu, I. (2013). Improvement of labor flexibility in Romanian companies using practices in the field in some EU countries. Theoretical and Applied Economics, 8(585), 125–136.
  • Çemberci, M., Civelek, M. E., Ertemel, A. V., & Cömert, P. N. (2022). The relationship of work engagement with job experience, marital status and having children among flexible workers after the Covid-19 pandemic. PloS One, 17(11), e0276784. https://doi.org/10.1371/journal.pone.0276784
  • Chatzopoulou, M., Vlachvei, A., & Monovasilis, T. (2015). Employee’s motivation and satisfaction in light of economic recession: evidence of Grevena prefecture-Greece. Procedia Economics and Finance, 24, 136–145. https://doi.org/10.1016/S2212-5671(15)00633-4
  • Chen, Y., & Fulmer, I. S. (2018). Fine-tuning what we know about employees’ experience with flexible work arrangements and their job attitudes. Human Resource Management, 57(1), 381–395. https://doi.org/10.1002/hrm.21849
  • Chiang, F. F. T., Birtch, T. A., & Kwan, H. K. (2010). The moderating roles of job control and work-life balance practices on employee stress in the hotel and catering industry. International Journal of Hospitality Management, 29(1), 25–32. https://doi.org/10.1016/j.ijhm.2009.04.005
  • Chin, W. W., Marcolin, B. L., & Newsted, P. R. (2003). A Partial Least Squares Latent Variable Modeling Approach for Measuring Interaction Effects: Results from a Monte Carlo Simulation Study and an Electronic-Mail Emotion/Adoption Study. Information Systems Research, 14(2), 189–217. https://doi.org/10.1287/isre.14.2.189.16018
  • Cirilli, E., Nicolini, P., & Mandolini, L. (2019). Digital skills from silent to alpha generation: An overview. In L. G. Chova, A. L. Martinez, I. C. Torres (Eds.), Edulearn19: 11th International Conference on Education and New Learning Technologies (pp. 5134–5143). https://doi.org/10.21125/edulearn.2019.1271
  • Clark, S. C. (2001). Work cultures and work/family balance. Journal of Vocational Behavior, 58(3), 348–365. https://doi.org/10.1006/jvbe.2000.1759
  • Como, R., Hambley, L., & Domene, J. (2020). An exploration of work-life wellness and remote work during and beyond COVID-19. Canadian Journal of Career Development, 20(1), 46–56.
  • Cooper-Thomas, H. D., Xu, J., & Saks, A. M. (2018). The differential value of resources in predicting employee engagement. Journal of Managerial Psychology, 33(4/5), 326–344. https://doi.org/10.1108/JMP-12-2017-0449
  • Cooman, R. D., & Vleugels, W. (2022). Person–environment fit: Theoretical perspectives, conceptualizations, and outcomes. Oxford Research Encyclopedias, Business and Management. http://dx.doi.org/10.1093/acrefore/9780190224851.013.377
  • Davidescu, A. A. M., Apostu, S. A., Paul, A., & Casuneanu, I. (2020). Work flexibility, job satisfaction, and job performance among romanian employees-Implications for sustainable human resource management. Sustainability, 12(15), 6086. https://doi.org/10.3390/su12156086
  • de Been, I., & Beijer, M. (2014). The influence of office type on satisfaction and perceived productivity support. Journal of Facilities Management, 12(2), 142–157. https://doi.org/10.1108/JFM-02-2013-0011
  • Dex, S., & Scheibl, F. (2001). Flexible and family-friendly working arrangements in UK-based SMEs: Business cases. British Journal of Industrial Relations, 39(3), 411–431. https://doi.org/10.1111/1467-8543.00207
  • Dima, A.-M., Țuclea, C.-E., Vrânceanu, D.-M., & Țigu, G. (2019). Sustainable social and individual implications of telework: a new insight into the Romanian labor market. Sustainability, 11(13), 3506. https://doi.org/10.3390/su11133506
  • Edwards, J. R. (1996). An examination of competing versions of the person-environment fit approach to stress. Academy of Management Journal, 39(2), 292–339. https://doi.org/10.2307/256782
  • Fadhel, H. A., Aljalahma, A., Almuhanadi, M., Asad, M., & Sheikh, U. (2022). Management of higher education institutions in the GCC countries during the emergence of COVID-19: A review of opportunities, challenges, and a way forward. The International Journal of Learning in Higher Education, 29(1), 83–97. https://doi.org/10.18848/2327-7955/CGP/v29i01/83-97
  • Ferschmann, L., Bos, M. G. N., Herting, M. M., Mills, K. L., & Tamnes, C. K. (2022). Contextualizing adolescent structural brain development: Environmental determinants and mental health outcomes. Current Opinion in Psychology, 44, 170–176. https://doi.org/10.1016/j.copsyc.2021.09.014
  • Fornell, C., & Larcker, D. F. (1981). Structural equation models with unobservable variables and measurement error: Algebra and statistics. Journal of Marketing Research, 18(3), 382–388. https://doi.org/10.1177/002224378101800313
  • Friedrich, A., Kabst, R., Weber, W., & Rodehuth, M. (1998). Functional flexibility: Merely reacting or acting strategically? Employee Relations, 20(5), 504–523. https://doi.org/10.1108/01425459810238800
  • Frone, M. R. (2003). Work–family balance. In J. C. Quick & L. E. Tetrick (Eds.), Handbook of occupational health psychology (pp. 143–162). American Psychological Association.
  • Gabrielova, K., & Buchko, A. A. (2021). Here comes generation Z: Millennials as managers. Business Horizons, 64(4), 489–499. https://doi.org/10.1016/j.bushor.2021.02.013
  • Gabriela, S. T., & Mihaela, S. S. (2011). Do we really hate our jobs? Determinants of job satisfaction in Romania. Annals of Faculty of Economics, 1, 723–729.
  • Gazioglu, S., & Tansel, A. (2006). Job satisfaction in Britain: individual and job related factors. Applied Economics, 38(10), 1163–1171. https://doi.org/10.1080/00036840500392987
  • Gerards, R., de Grip, A., & Baudewijns, C. (2018). Do new ways of working increase work engagement? Personnel Review, 47(2), 517–534. https://doi.org/10.1108/PR-02-2017-0050
  • Gomes, C., Fernanda, C., Bezerra, M., Oste, G., Cremonezi, G., Augusto, T., Reis, D., Fernanda De Melo, C., Graziela, B., Graziano, O., & Corresponding, C. (2018). Study on the alpha generation and the reflections of its behavior in the organizational environment. Quest Journals Journal of Research in Humanities and Social Science, 6(1), 09–19. www.questjournals.org
  • Govender, L., Migiro, S., & Kyule, A. (2018). Flexible work arrangements, job satisfaction and performance. Journal of Economics and Behavioral Studies, 10(3(J), 268–277. https://doi.org/10.22610/jebs.v10i3.2333
  • Greenhaus, J. H., & Powell, G. N. (2006). When work and family are allies: A theory of work-family enrichment. Academy of Management Review, 31(1), 72–92. https://doi.org/10.5465/amr.2006.19379625
  • Gu, Z. J., Chupradit, S., Ku, K. Y., Nassani, A. A., & Haffar, M. (2022). Impact of employees’ workplace environment on employees’ performance: a multi-mediation model. Frontiers, 10, 890400.
  • Guide, D., & Ketokivi, M. (2015). Notes from the editors: Redefining some methodological criteria for the journal. Journal of Operations Management, 37(1), v–viii. https://doi.org/10.1016/S0272-6963(15)00056-X
  • Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7
  • Halpern, D. F. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), 157–168. https://doi.org/10.1002/smi.1049
  • Häusser, J. A., Mojzisch, A., Niesel, M., & Schulz-Hardt, S. (2010). Ten years on: A review of recent research on the Job Demand–Control (-Support) model and psychological well-being. Work & Stress, 24(1), 1–35. https://doi.org/10.1080/02678371003683747
  • Hill, E. J., Ferris, M., & Märtinson, V. (2003). Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life. Journal of Vocational Behavior, 63(2), 220–241. https://doi.org/10.1016/S0001-8791(03)00042-3
  • Hill, E. J., Märtinson, V. K., Ferris, M., & Baker, R. Z. (2004). Beyond the mommy track: The influence of new-concept part-time work for professional women on work and family. Journal of Family and Economic Issues, 25(1), 121–136. https://doi.org/10.1023/B:JEEI.0000016726.06264.91
  • Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. The American Psychologist, 44(3), 513–524. https://doi.org/10.1037//0003-066x.44.3.513
  • Iorgulescu, M.-C. (2016). Generation Z and its perception of work case study. Cross-Cultural Management Journal, XVIII(1), 47–54.
  • Ipsos, M. (2008). Employee relationship management employee engagement. https://www.ipsos.com/en/employee-relationship-management
  • Kashif, M., Asif, M. U., Ali, A., Asad, M., Chethiyar, S. D., & Vedamanikam, M, Lecturer, Department of Management Studies Foundation University Islamabad, Sialkot, Pakistan. (2020). Managing and implementing change successfully with respect to COVID-19: A way forward. PEOPLE: International Journal of Social Sciences, 6(2), 609–624. https://doi.org/10.20319/pijss.2020.62.609624
  • Khalid, S., Irshad, M. Z., & Mahmood, B. (2011). Job satisfaction among academic staff: A comparative analysis between public and private sector universities of Punjab, Pakistan. International Journal of Business and Management, 7(1), 126. https://doi.org/10.5539/ijbm.v7n1p126
  • Kim, W., Kim, J., Woo, H., Park, J., Jo, J., Park, S. H., & Lim, S. Y. (2017). The relationship between work engagement and organizational commitment: Proposing research agenda as through a review of empirical literature. Human Resource Development Review, 16(4), 350–376. https://doi.org/10.1177/1534484317725967
  • Kompa, N. (2019). Generation Z, employee engagement and leadership communication behaviors. All Theses And Dissertations. 228.
  • Kossek, E. E., Hammer, L. B., Thompson, R. J., & Burke, L. B. (2015). Leveraging workplace flexibility: Fostering engagement and productivity. SHRM foundation’s effective practice guidelines series, 2015 SHRM Foundation.
  • Kurtessis, J. N., Eisenberger, R., Ford, M. T., Buffardi, L. C., Stewart, K. A., & Adis, C. S. (2017). Perceived organizational support: A meta-analytic evaluation of organizational support theory. Journal of Management, 43(6), 1854–1884. https://doi.org/10.1177/0149206315575554
  • Llorens, S., Schaufeli, W., Bakker, A., & Salanova, M. (2007). Does a positive gain spiral of resources, efficacy beliefs and engagement exist? Computers in Human Behavior, 23(1), 825–841. https://doi.org/10.1016/j.chb.2004.11.012
  • Lockwood, N. R. (2007). Leveraging employee engagement for competitive advantage: HR’s strategic role. HR Magazine, 52(3), 1–11.
  • Lyons, P., & Bandura, R. P. (2023). Coaching to build commitment for generating performance improvement. Journal of Work-Applied Management, 15(1), 120–134. https://doi.org/10.1108/JWAM-05-2022-0025
  • Madsen, S. R. (2003). The effects of home-based teleworking on work-family conflict. Human Resource Development Quarterly, 14(1), 35–58. https://doi.org/10.1002/hrdq.1049
  • Malik, A., & Allam, Z. (2021). An empirical investigation of work life balance and satisfaction among the university academicians. Journal of Asian Finance, Economics and Business, 8(5), 1047–1054.
  • Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M., & Subhan, Q. A. (2019). An examination of sustainable HRM practices on job performance: An application of training as a moderator. Sustainability, 11(8), 2263. https://doi.org/10.3390/su11082263
  • May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11–37. https://doi.org/10.1348/096317904322915892
  • Mercer, L. L. C. (2008). Exploring the global drivers of employee engagement. https://www.mercer.com/en-jo/insights/events/what-employees-want.
  • Michel, R. D. J., & Michel, C. (2015). Work schedule flexibility, work-family enrichment and job satisfaction. Journal of Behavioural Sciences, 25, 78.
  • Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
  • Muneer, S., Jamil, K., & Idrees, M. (2018). A study of casual relationship of job design and employee’s behavior. Information Management and Business Review, 9(6), 26–35. https://doi.org/10.22610/imbr.v9i6.2039
  • Nord, W. R., Fox, S., Phoenix, A., & Viano, K. (2002). Real-world reactions to work-life balance programs: Lessons for effective implementation. Organizational Dynamics, 30(3), 223–238. https://doi.org/10.1016/S0090-2616(01)00054-7
  • Ojo, A. O., & Fauzi, M. A. (2020). Environmental awareness and leadership commitment as determinants of IT professionals engagement in Green IT practices for environmental performance. Sustainable Production and Consumption, 24, 298–307. https://doi.org/10.1016/j.spc.2020.07.017
  • Origo, F., & Pagani, L. (2006). Is work flexibility a stairway to heaven? The story told by job satisfaction in Europe. Working Papers. University of Milano-Bicocca, Department of Economics.
  • PalkiSetia, P. S., & Shah, P. (2015). Impact of flexible working hours on work-life balance. International Journal of Recent Scientific Research, 6(4), 3567–3569.
  • Palumbo, R. (2020). Let me go to the office! An investigation into the side effects of working from home on work-life balance. International Journal of Public Sector Management, 33(6/7), 771–790. https://doi.org/10.1108/IJPSM-06-2020-0150
  • Peng, D., & Lai, F. (2012). Using partial least squares in operations management research: a practical guideline and summary of past research. Journal of Operations Management, 30(6), 467–480. https://doi.org/10.1016/j.jom.2012.06.002
  • Pienaar, J. (2008). Skeleton key or siren song: Is coping the answer to balancing work and well-being?. In K. Naswall, J. Hellgren, & M. Sverke (Eds.), The Individual in the Changing Working Life (pp. 235–257). Cambridge University Press.
  • Pintão, S., Chaves, C., & Branco, M. C. (2020). Employees’ recognition of corporate sustainability: a case study. Corporate Governance: The International Journal of Business in Society, 18(1), 104–118. https://doi.org/10.1108/CG-01-2017-0016
  • Podsakoff, P. M., MacKenzie, S. B., Lee, J.-Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. The Journal of Applied Psychology, 88(5), 879–903. https://doi.org/10.1037/0021-9010.88.5.879
  • Pook, L. A., Füstös, J., & Marian, L. (2003). The impact of gender bias on job satisfaction. Human Systems Management, 22(1), 37–50. https://doi.org/10.3233/HSM-2003-22104
  • Rastogi, M., Rangnekar, S., & Rastogi, R. (2018). Enhancing quality of work life in India: the role of workplace flexibility. Industrial and Commercial Training, 50(5), 234–249. https://doi.org/10.1108/ICT-10-2017-0086
  • Raziq, A., & Maulabakhsh, R. (2015). Impact of working environment on job satisfaction. Procedia Economics and Finance, 23, 717–725. https://doi.org/10.1016/S2212-5671(15)00524-9
  • Rau, B. L., & Hyland, M. (2022). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel Psychology, 55(1), 111–136. https://doi.org/10.1111/j.1744-6570.2002.tb00105.x
  • Reilly, P. (2001). Flexibility at work. In Balacing the interests of employer and employee. Gower House.
  • Robbins, S. P., & Judge, T. A. (2013). Organizational behavior (Vol. 4). Pearson Education.
  • Robinson, D. (2007). Engagement is marriage of various factors at work. Employee Benefits. https://employeebenefits.co.uk/issues/march-2007/staff-engagement-is-marriage-of-various-factors-at-work/
  • Robinson, D., Perryman, S., & Hayday, S. (2004). The drivers of employee engagement. Institute for Employment Studies.
  • Roskams, M., & Haynes, B. (2020). An experience sampling approach to the workplace environment survey. Facilities, 38(1/2), 72–85. https://doi.org/10.1108/F-04-2019-0050
  • Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
  • Salehati, N. A., & Rojuaniah, R. (2022). The Effect of Flexible Working Arrangements with Inter-Role Conflict on Voluntary Turnover In The Freight Forwarding Industry. Jurnal Dinamika Manajemen, 13(2), 322–337. https://doi.org/10.15294/jdm.v13i2.35965
  • Schaufeli, W. B. (2017). Applying the job demands-resources model. Organizational Dynamics, 46(2), 120–132.), https://doi.org/10.1016/j.orgdyn.2017.04.008
  • Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326
  • Schmidt, K.-H., & Neubach, B. (2007). Self-control demands: A source of stress at work. International Journal of Stress Management, 14(4), 398–416. https://doi.org/10.1037/1072-5245.14.4.398
  • Smits, J. (2022). Remote and more distributed workforces are becoming the new normal. Adaptive policies and strategies are needed to manage potential risks, EY Building a better working world. https://www.ey.com/en_my/workforce/debunking-workforce-mobility-myths
  • Soni, S., Jhajharia, P., & Nag, M. B. (2022). A critical review of employee engagement and effectiveness in the impact of organisational culture and the challenges faced by the managers: in the context of indian industry. Journal of Positive School Psychology, 6(3), 9453–9462.
  • Stankevičiute, Ž., & Savanevičiene, A. (2018). Designing sustainable HRM: The core characteristics of emerging field. Sustainability, 10(12), 4798.
  • Stankiewicz-Mróz, A. (2020). Perception of work flexibility among students as representatives of generation Z and employers from the SME sector. Zarządzanie Zasobami Ludzkimi, 132(1), 49–63.), https://doi.org/10.5604/01.3001.0013.8778
  • Stavrou, E. T. (2005). Flexible work bundles and organizational competitiveness: A cross-national study of the European work context. Journal of Organizational Behavior, 26(8), 923–947. https://doi.org/10.1002/job.356
  • Taber, K. S. (2018). The use of Cronbach’s alpha when developing and reporting research instruments in science education. Research in Science Education, 48(6), 1273–1296. https://doi.org/10.1007/s11165-016-9602-2
  • Tang, N., & Cousins, C. (2005). Working time, gender and family: An east-west European comparison. Gender, Work & Organization, 12(6), 527–550. https://doi.org/10.1111/j.1468-0432.2005.00287.x
  • Tjiptono, F., Khan, G., Yeong, E. S., & Kunchamboo, V. (2020). Generation Z in Malaysia: The four ‘E’ generation. In E. Gentina & E. Parry (Eds.), The New Generation Z in Asia: Dynamics, Differences, Digitalisation (pp. 149–163). Emerald Publishing Limited.
  • Uduji, J. I. (2013). Hygiene factors: The foundations for heightening the marketing executives motivation in the banking industry in Nigeria. European Journal of Business and Management, 5(15), 68–75.
  • Ullah, Z., Otero, S. Á., Sulaiman, M. A., Sial, M. S., Ahmad, N., Scholz, M., & Omhand, K. (2021). Achieving organizational social sustainability through electronic performance appraisal systems: the moderating Influence of transformational leadership. Sustainability, 13(10), 5611. https://doi.org/10.3390/su13105611
  • van Bogaert, P., Clarke, S., Willems, R., & Mondelaers, M. (2013). Staff engagement as a target for managing work environments in psychiatric hospitals: implications for workforce stability and quality of care. Journal of Clinical Nursing, 22(11-12), 1717–1728. https://doi.org/10.1111/j.1365-2702.2012.04341.x
  • van den Berg, P. T., & van der Velde, M. E. G. (2005). Relationships of functional flexibility with individual and work factors. Journal of Business and Psychology, 20(1), 111–129. https://doi.org/10.1007/s10869-005-6994-9
  • van Ommeren, J. N., & Gutiérrez-I-Puigarnau, E. (2011). Are workers with a long commute less productive? An empirical analysis of absenteeism. Regional Science and Urban Economics, 41(1), 1–8. https://doi.org/10.1016/j.regsciurbeco.2010.07.005
  • van Zyl, L. E., van Vuuren, H. A., Roll, L. C., & Stander, M. W. (2022). Person-environment fit and task performance: exploring the role(s) of grit as a personal resource. Current Psychology, 42(27), 23560–23579. https://doi.org/10.1007/s12144-022-03461-9
  • Vandello, J. A., Hettinger, V. E., Bosson, J. K., & Siddiqi, J. (2013). When equal isn’t really equal: The masculine dilemma of seeking work flexibility. Journal of Social Issues, 69(2), 303–321. https://doi.org/10.1111/josi.12016
  • Waples, E. P., & Brock-Baskin, M. E. (2021). Not Your Parents’ Organization? Human Resource Development Practices for Sustainable Flex Work Environments. Advances in Developing Human Resources, 23(2), 153–170. https://doi.org/10.1177/1523422320982933
  • Wattis, L., Standing, K., & Yerkes, M. A. (2013). Mothers and work–life balance: Exploring the contradictions and complexities involved in work–family negotiation. Community, Work & Family, 16(1), 1–19. https://doi.org/10.1080/13668803.2012.722008
  • Zeijen, M. E. L., Peeters, M. C. W., & Hakanen, J. J. (2018). Workaholism versus work engagement and job crafting: What is the role of self-management strategies? Human Resource Management Journal, 28(2), 357–373. https://doi.org/10.1111/1748-8583.12187
  • Zhang, S., Huang, F., Zhang, Y., & Li, Q. (2023). A Person-Environment Fit Model to Explain Information and Communication Technologies-Enabled After-Hours Work-Related Interruptions in China. International Journal of Environmental Research and Public Health, 2023 Feb 1620(4), 3456. https://doi.org/10.3390/ijerph20043456
  • Zhou, L., Wang, M., Chang, C., Liu, S., Zhan, Y., & Shi, J. (2017). Commuting stress process and self-regulation at work: Moderating roles of daily task significance, family interference with work, and commuting means efficacy. Personnel Psychology, 70(4), 891–922. https://doi.org/10.1111/peps.12219