The DOI matches its Crossref record; 11 of the 11 references it cites were found in a registry or an index.
Flexible Work Practices: A Source of Career Premiums or Penalties?
Abstract
The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate theory on signaling and attributions and propose that managers interpret employees' use of FWPs as a signal of high or low organizational commitment, depending on whether managers make productivity or personal life attributions, respectively, for employees' FWP use. Managers' perceptions of employees' commitment, in turn, shape employees' career success. Field- and laboratory-based studies provide strong support for the hypothesis that FWP use results in career premiums when managers make productivity attributions and some support for the hypothesis that FWP use results in career penalties when managers make personal life attributions.
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Cites
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“As a result, managers are likely to assume that employees’ personal-life investments deplete the resources available for work (Becker, 1985; Goode, 1960; Greenhaus & Beutell, 1985), and”
BackgroundPREDICTORS OF OBJECTIVE AND SUBJECTIVE CAREER SUCCESS: A META‐ANALYSIS
NG, T. W. H., EBY, L. T., SORENSEN, K. L., & FELDMAN, D. C. (2005) · Personnel Psychology · doi:10.1111/j.1744-6570.2005.00515.x · Cited by 2,412
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“Drawing from evidence that FWPs facilitate performance (Baltes et al., 1999; Gajendran & Harrison, 2007), some scholars have theorized and found that employees who use FWPs receive career premiums, in that they earn higher salaries than those who do not use FWPs (Gariety & Shaffer, 2001; Weeden,…”
BackgroundMethodInfluential
Cited by
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings
Allen, T. D., Golden, T. D., & Shockley, K. M. (2015) · Psychological Science in the Public Interest · doi:10.1177/1529100615593273 · Cited by 1,788
Changing Work and Work-Family Conflict: Evidence from the Work, Family, and Health Network
Kelly, E. L., Moen, P., Oakes, J. M., Fan, W., Okechukwu, C., Davis, K. D., Hammer, L. B., Kossek, E. E., King, R. B., Hanson, G. C., et al. (2014) · American Sociological Review · doi:10.1177/0003122414531435 · Cited by 508
Schwarzmüller, T., Brosi, P., Duman, D., & Welpe, I. M. (2018) · management revu · doi:10.5771/0935-9915-2018-2-114 · Cited by 409
Padavic, I., Ely, R. J., & Reid, E. M. (2020) · Administrative Science Quarterly · doi:10.1177/0001839219832310 · Cited by 348
Examining the tensions in workplace flexibility and exploring options for new directions.
Putnam, L. L., Myers, K. K., & Gailliard, B. M. (2014) · Human Relations · doi:10.1177/0018726713495704 · Cited by 341
Metadata
- Authors
- Leslie, L. M., Manchester, C. F., Park, T.-Y., & Mehng, S. A.
- Venue
- Academy of Management Journal
- Publisher
- Academy of Management
- Published
- 2012-12
- Volume
- 55
- Issue
- 6
- Pages
- 1407-1428
- ISSN
- 0001-4273 (ISSN-L)
- 1948-0989
- OpenAlex
- W2103510385
- Cited by
- 452
- References
- 11
- FWCI
- 45.47
- Type
- journal article
- Language
- en
- Open access
- closed
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- Leslie, L. M., Manchester, C. F., Park, T.-Y., & Mehng, S. A. (2012). Flexible Work Practices: A Source of Career Premiums or Penalties? Academy of Management Journal. https://doi.org/10.5465/amj.2010.0651
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Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
