The Integrative Effects of Flexible Work Arrangements and Preferences for Segmenting or Integrating Work and Home Roles

Abstract

Flexible work arrangements are being offered by an increasing number of organizations for recruitment and retention purposes. However, Person-Environment Fit theory (Edwards, 1996) suggests that flexible work arrangements may not be beneficial for all employees. This study examined the relationship of flexible work arrangement use with employee performance, affective commitment, and turnover intentions, while taking into consideration the moderating effects of employees’ preferences for segmenting or integrating their work and home lives. The sample consisted of 172 employees from eight organizations in Ireland. Marginally significant effects for compressed workweeks were found. Implications for future practitioners and future research are discussed.