How do proactive employees reduce work-family conflict? Examining the influence of flexible work arrangements

Abstract

Purpose

We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.

Design/methodology/approach

We tested the model using survey data collected at two time points from 217 employees.

Findings

Proactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).

Originality/value

We expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.

Citation

Hsu, Y.-S., Chen, Y.-P. and Shaffer, M.A. (2024), "How do proactive employees reduce work-family conflict? Examining the influence of flexible work arrangements", Personnel Review, Vol. 53 No. 9, pp. 2332-2355. https://doi.org/10.1108/PR-09-2023-0750