336
Views
5
CrossRef citations to date
0
Altmetric
ARTICLES

The ‘ripple effect’ of schedule control: a social network approach

Pages 377-394 | Received 09 Jun 2014, Accepted 04 Aug 2015, Published online: 08 Oct 2015

References

  • Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267–299). New York, NY: Academic Press.
  • Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414–435. doi:10.1006/jvbe.2000.1774
  • Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. doi:10.1111/peps.12012
  • Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1–18. doi:10.1111/j.2044-8325.1990.tb00506.x
  • Baltes, B. B., Briggs, T. E., Huff, J. W., Wright, J. A., & Neuman, G. A. (1999). Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria. Journal of Applied Psychology, 84(4), 496–513. doi:10.1037/0021-9010.84.4.496
  • Berg, P., Appelbaum, E., Bailey, T., & Kalleberg, A. L. (2004). Of employee control of working time. Industrial and Labor Relations Review, 57(3), 331–349. doi:10.1177/001979390405700301
  • Bhave, D. P., Kramer, A., & Glomb, T. M. (2010). Work-family conflict in work groups: Social information processing, support, and demographic dissimilarity. Journal of Applied Psychology, 95(1), 145–158. doi:10.1037/a0017885
  • Blair-Loy, M., & Wharton, A. S. (2002). Employees’ use of work-family policies and the workplace social context. Social Forces, 80, 813–845. doi:10.1353/sof.2002.0002
  • Blau, P. M. (1964). Exchange and power in social life. New York, NY: Wiley.
  • Brass, D. J. (1984). Being in the right place: A structural analysis of individual influence in an organization. Administrative Science Quarterly, 29, 518–539. doi:10.2307/2392937
  • Burt, R. (2010). Neighbor networks: Competitive advantage local and personal. New York, NY: Oxford University Press.
  • Burt, R. S. (1976). Positions in networks. Social Forces, 55(1), 93–122. doi:10.1093/sf/55.1.93
  • Cortina, J. M. (1993). What is coefficient alpha? An examination of theory and applications. Journal of Applied Psychology, 78(1), 98–104. doi: 10.1037/0021-9010.78.1.98
  • Eaton, S. C. (2003). If you can use them: Flexibility policies, organizational commitment, and perceived performance. Industrial Relations, 42(2), 145–167.
  • Elsbach, K. D., Cable, D. M., & Sherman, J. W. (2010). How passive ‘face time’ affects perceptions of employees: Evidence of spontaneous trait inference. Human Relations, 63(6), 735–760. doi:10.1177/0018726709353139
  • Fernandez, R. M. (1994). Race, space, and job accessibility: Evidence from a plant relocation. Economic Geography, 70(4), 390–416. doi:10.2307/143730
  • Fernandez, R. M. (2001). Skill-biased technological change and wage inequality: Evidence from a plant retooling. American Journal of Sociology, 107(2), 273–320. doi:10.1086/324009
  • Fernandez, R. M. (2008). Race, spatial mismatch, and job accessibility: Evidence from a plant relocation. Social Science Research, 37(3), 953–975. doi:10.1016/j.ssresearch.2008.03.006
  • Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524–1541. Retrieved from http://dx.doi.org/10.1037/0021-9010.92.6.1524
  • Gajendran, R. S., Harrison, D. A., & Delaney-Klinger, K. (2015). Are telecommuters remotely good citizens? Unpacking telecommuting's effects on performance via i-deals and job resources. Personnel Psychology, 68(2), 354–393. doi: 10.1111/peps.12082
  • Greenhaus, J. H., & Kossek, E. E. (2014). The contemporary career: A work-home perspective. Annual Review of Organizational Psychology and Organizational Behavior, 1, 361–388. doi:10.1146/annurev-orgpsych-031413-091324
  • Hammer, L., Kossek, E., Anger, W. K., Bodner, T., & Zimmerman, K. L. (2011). Clarifying work-family intervention processes: The roles of work-family conflict and family-supportive supervisor behaviors. Journal of Applied Psychology, 96(1), 134–150. doi:10.1037/a0020927
  • Hammer, L. B., Kossek, E. E., Yragui, N. L., Bodner, T. E., & Hanson, G. C. (2009). Development and validation of a multidimensional measure of family supportive supervisor behaviors (FSSB). Journal of Management, 35(4), 837–856. doi:10.1177/0149206308328510
  • Hill, E., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz-Costa, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and conceptualizing workplace flexibility. Community, Work & Family, 11(2), 149–163. doi:10.1080/13668800802024678
  • Hornung, S., Rousseau, D. M., & Glaser, J. (2008). Creating flexible work arrangements through idiosyncratic deals. Journal of Applied Psychology, 93(3), 655–664. doi:10.1037/0021-9010.93.3.655
  • Ibarra, H. (1992). Homophily and differential returns: Sex differences in network structure and access in an advertising firm. Administrative Science Quarterly, 37(3), 422–447. doi:10.2307/2393451
  • Kelly, E. L., & Kalev, A. (2006). Managing flexible work arrangements in U.S. organizations: Formalized discretion or ‘a right to ask.’ Socio-Economic Review, 4, 379–416. doi: 10.1093/ser/mwl001
  • Kelly, E. L., Kossek, E. E., Hammer, L. B., Durham, M., Bray, J., Chermack, K., … Kaskubar, D. (2008). Getting there from here: Research on the effects of work-family initiatives on work-family conflict and business outcomes. The Academy of Management Annals, 2(1), 305–349. doi:10.1080/19416520802211610
  • Kelly, E. L., & Moen, P. (2007). Rethinking the clockwork of work: Why schedule control may pay off at work and at home. Advances in Developing Human Resources, 9(4), 487–506. doi:10.1177/1523422307305489
  • Kelly, E. L., Moen, P., Oakes, J. M., Fan, W., Okechukwu, C., Davis, K. D., … Casper, L. (2014). Changing work and work-family conflict: Evidence form the work, family, and health network. American Sociological Review, 79, 485–516. doi:10.1177/0003122414531435
  • Kelly, E. L., Moen, P., & Tranby, E. (2011). Changing workplaces to reduce work-family conflict: Schedule control in a white-collar organization. American Sociological Review, 76, 265–290. doi: 10.1177/0003122411400056
  • Kossek, E., Barber, A. E., & Winters, D. (1999). Using flexible schedules in the managerial world: The power of peers. Human Resource Management, 38(1), 33–46. doi:10.1002/(SICI)1099-050X(199921)38:1<33::AID-HRM4>3.0.CO;2-H
  • Kossek, E. E., & Michel, J. S. (2011). Flexible work schedules. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology, Vol 1: Building and developing the organization. APA Handbooks in Psychology (pp. 535–572). Washington, DC: American Psychological Association.
  • Kossek, E., & Ruderman, M. (2012). Work-family flexibility and the employment relationship. In L. M. Shore, J. Coyle-Shapiro, & L. E. Tetrick, (Eds.), Understanding the Employee-Organization Relationship: Advances in Theory and Practice (pp. 223–253). New York, NY: Routledge.
  • Lambert, S., & Waxman, E. (2005). Organizational stratification: Distributing opportunities for work-life balance. In E. E. Kossek & S. Lambert (Eds.), Work and life integration: Organizational, cultural, and individual perspectives (pp. 103–126). Mahwah, NJ: Erlbaum.
  • Leenders, R. (2002). Modeling social influence through network autocorrelation: Constructing the weight matrix. Social Networks, 24(1), 21–47. doi:10.1016/S0378-8733(01)00049-1
  • Lyness, K. S., Gornick, J. C., Stone, P., & Grotto, A. R. (2012). It's all about control: Worker control over schedule and hours in cross-national context. American Sociological Review, 77(6), 1023–1049. doi:10.1177/0003122412465331
  • March, J. G., & Simon, H. A. (1958). Organizations. New York, NY: Wiley.
  • Marsden, P. V., & Friedkin, N. E. (1993). Network studies of social influence. Sociological Methods & Research, 22, 127–151. doi:10.1177/0049124193022001006
  • Methot, J. R., LePine, J. A., Podsakoff, N. P., & Christian, J. S. (in press). Are workplace friendships a mixed blessing? Exploring tradeoffs of multiplex relationships and their associations with job performance. Personnel Psychology. Retrieved from http://onlinelibrary.wiley.com/doi/10.1111/peps.12109/abstract
  • Ng, T., Butts, M., Vandenberg, R., DeJoy, D., & Wilson, M. (2006). Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment. Journal of Vocational Behavior, 68, 474–489. doi:10.1016/j.jvb.2005.10.004
  • Perlow, L. A. (2012). Sleeping with your smartphone: How to break the 24/7 habit and change the way you work. Cambridge, MA: Harvard Business Review Press.
  • Perry-Smith, J. E., & Blum, T. C. (2000). Work-family human resource bundles and perceived organizational performance. Academy of Management Journal, 43, 1107–1118. doi: 10.2307/1556339
  • Reid, E. (in press). Embracing, passing, revealing, and the ideal worker image: How people navigate expected and experienced professional identities. Organization Science. Retrieved from http://pubsonline.informs.org/doi/abs/10.1287/orsc.2015.0975
  • Ripple effect. (2014). In Merriam-Webster online. Retrieved May 1, 2014, from http://www.merriam-webster.com/dictionary/rippleeffect
  • Rousseau, D. M. (2005). I-deals: Idiosyncratic deals employees bargain for themselves. New York, NY: M. E. Sharpe.
  • Ryan, A., & Kossek, E. (2008). Work-life policy implementation: Breaking down or creating barriers to inclusiveness? Human Resource Management, 47, 295–310. doi: 10.1002/hrm.20213
  • Salancik, G., & Pfeffer, J. (1978). A social information processing approach to job attitudes and task design. Administrative Science Quarterly, 23(2), 224–253. doi:10.2307/2392563
  • Shalizi, C. R., & Thomas, A. C. (2011). Homophily and contagion are generically confounded in observational social network studies. Sociological Methods and Research, 40(2), 211–239. doi:10.1177/0049124111404820
  • Thompson, C. A., Beuvais, L. L., & Lyness, K. S. (1999). When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, 54(3), 392–415. doi:10.1006/jvbe.1998.1681
  • Wasserman, S., & Faust, K. 1994. Social network analysis: Methods and applications. New York, NY: Cambridge University Press.
  • Weiss, D. J., Dawis, R. V., England, G. W., & Lofquist, L. H. (1967). Manual for the Minnesota satisfaction questionnaire (Vol. 22). Minnesota studies in vocational rehabilitation, Minneapolis: University of Minnesota, Industrial Relations Center.

Reprints and Corporate Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

To request a reprint or corporate permissions for this article, please click on the relevant link below:

Academic Permissions

Please note: Selecting permissions does not provide access to the full text of the article, please see our help page How do I view content?

Obtain permissions instantly via Rightslink by clicking on the button below:

If you are unable to obtain permissions via Rightslink, please complete and submit this Permissions form. For more information, please visit our Permissions help page.