
Contents
-
-
-
-
-
-
Introduction Introduction
-
The dual nature of flexible working The dual nature of flexible working
-
Flexible working as a family-friendly arrangement Flexible working as a family-friendly arrangement
-
Flexible working as a high-performance management system Flexible working as a high-performance management system
-
-
-
Theories on the determinants of flexible working provision and access Theories on the determinants of flexible working provision and access
-
Principle of need/family-friendly demands Principle of need/family-friendly demands
-
Principle of equity/expected performance outcome Principle of equity/expected performance outcome
-
Higher status Higher status
-
Bargaining power Bargaining power
-
Structural factors Structural factors
-
-
Empirical data analysis results Empirical data analysis results
-
Provision of flexitime – company-level analysis Provision of flexitime – company-level analysis
-
Access to flexitime/working time autonomy – individual-level analysis Access to flexitime/working time autonomy – individual-level analysis
-
Outside Europe Outside Europe
-
-
Conclusion Conclusion
-
Notes Notes
-
-
-
-
-
-
-
-
-
-
-
3 The dual nature of flexibility: family-friendly or performance-oriented logic?
Get access-
Published:March 2022
Cite
Abstract
This chapter examines which companies provide flexible working arrangements and which workers gets access to and uses these arrangements. It first explores the dual nature of flexible working - namely the performance logic vs. family-friendly logic, and summarises theories explaining why employers provide flexible working arrangements and to whom. Finally, the chapter presents empirical evidence testing these theories, and review other published work. The results show that despite popular belief, provision of/access to flexible working may be still driven by performance enhancing goals, rather than work-life balance or well-being goals. When examining who has access to flexible working arrangements, family and care demands of workers have limited explanatory power. Rather, it is better explained by the type of work carried out, the relative value the worker has in the company– i.e. their skill level, and position of seniority/power they carry, and in general how much performance outcomes employers can expect from these workers. This explains why disadvantaged workers, possibly with the most demand for such flexibility, are the least likely to gain access to such arrangements.
Sign in
Personal account
- Sign in with email/username & password
- Get email alerts
- Save searches
- Purchase content
- Activate your purchase/trial code
- Add your ORCID iD
Purchase
Our books are available by subscription or purchase to libraries and institutions.
Purchasing informationMonth: | Total Views: |
---|---|
October 2022 | 1 |
November 2022 | 5 |
December 2022 | 3 |
January 2023 | 1 |
February 2023 | 1 |
August 2023 | 2 |
October 2023 | 2 |
December 2023 | 2 |
July 2024 | 3 |
October 2024 | 1 |
November 2024 | 1 |
Get help with access
Institutional access
Access to content on Oxford Academic is often provided through institutional subscriptions and purchases. If you are a member of an institution with an active account, you may be able to access content in one of the following ways:
IP based access
Typically, access is provided across an institutional network to a range of IP addresses. This authentication occurs automatically, and it is not possible to sign out of an IP authenticated account.
Sign in through your institution
Choose this option to get remote access when outside your institution. Shibboleth/Open Athens technology is used to provide single sign-on between your institution’s website and Oxford Academic.
If your institution is not listed or you cannot sign in to your institution’s website, please contact your librarian or administrator.
Sign in with a library card
Enter your library card number to sign in. If you cannot sign in, please contact your librarian.
Society Members
Society member access to a journal is achieved in one of the following ways:
Sign in through society site
Many societies offer single sign-on between the society website and Oxford Academic. If you see ‘Sign in through society site’ in the sign in pane within a journal:
If you do not have a society account or have forgotten your username or password, please contact your society.
Sign in using a personal account
Some societies use Oxford Academic personal accounts to provide access to their members. See below.
Personal account
A personal account can be used to get email alerts, save searches, purchase content, and activate subscriptions.
Some societies use Oxford Academic personal accounts to provide access to their members.
Viewing your signed in accounts
Click the account icon in the top right to:
Signed in but can't access content
Oxford Academic is home to a wide variety of products. The institutional subscription may not cover the content that you are trying to access. If you believe you should have access to that content, please contact your librarian.
Institutional account management
For librarians and administrators, your personal account also provides access to institutional account management. Here you will find options to view and activate subscriptions, manage institutional settings and access options, access usage statistics, and more.