Flexibility regarding where and when work is completed is becoming increasingly available
to employees, especially following the COVID-19 outbreak and subsequent shift in the …

We review research on work–nonwork balance to examine the presence of the jingle fallacy—
attributing different meanings to a single construct label—and the jangle fallacy—using …

We define work–life flexibility as employment-scheduling practices that are designed to give
employees greater control over when, where, how much, or how continuously work is done …

This paper provides a framework that elaborates on four conceptualizations of work‐family
balance: additive spillover (unique effects of bi‐directional conflict and enrichment) …

Using data from 450 public sector faculty members, a job demand–resource model of
antecedents of satisfaction with work–family balance (balance satisfaction) was tested using …

Purpose–This study aims to theoretically construct the role of hospitality job characteristics
(HJCs), conceptually identify specific HJCs and empirically examine the relationships of …

We conducted a meta‐analysis examining antecedents of work–family balance, including
personal characteristics, work demands, and work resources, as well as bidirectional conflict …

Part-time work is an increasingly common strategy for handling work and family–but is it an
effective strategy everywhere and for everyone? To answer this question, we examine …

In 2008, the State of Utah implemented a 4-day workweek for their employees. This article
examines the impact on employees using a postimplementation survey. For employees on …

The Baby Boomer generation is facing a time of heightened uncertainty. Blessed with
unprecedented levels of education, health, and life expectancy, many hope to contribute to …