The aim of this paper is to explore flexpatriates' perceptions of work life balance (WLB) issues and identify possible adjustments of WLB programs to better meet the needs of flexpatriates. This paper investigates flexpatriates' challenges at the interface of personal and work lives and their perception of standard WLB programs and then proposes organizational adjustments to better meet the needs of flexpatriates.
This study employed a qualitative research approach and two kinds of empirical data were collected: first, through in‐depth semi‐structured interviews with 40 employees involved in flexpatriate assignments in multinational companies operating in Austria and, second, through a document analysis of the homepages of their employing organizations to gain information about WLB practices.
Drawing upon the study findings, the authors present a typology of flexpatriates and propose a model that considers both WLB and work life imbalance as a desirable or acceptable option and offers a new theoretical perspective for examining organization and individual dimensions in WLB.
The authors' contribution is a new contextualization of WLB initiatives that incorporates both WLB and work life imbalance as valid perspectives of employees.
Mayerhofer, H., Schmidt, A., Hartmann, L. and Bendl, R. (2011), "Recognising diversity in managing work life issues of flexpatriates", Equality, Diversity and Inclusion, Vol. 30 No. 7, pp. 589-609. https://doi.org/10.1108/02610151111167043Download as .RIS
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