Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

  title={Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case},
  author={Lilian M. de Menezes and Clare Kelliher},
  journal={ERN: Other Organizations \& Markets: Personnel Management (Topic)},
Interest in the outcomes of flexible working arrangements (FWAs) dates from the mid-1970s, when researchers attempted to assess the impact of flexitime on worker performance. This paper reviews the literature on the link between FWAs and performance-related outcomes. Taken together, the evidence fails to demonstrate a business case for the use of FWAs. This paper attempts to explain the findings by analysing the theoretical and methodological perspectives adopted, as well as the measurements… 

What Impact do Flexible Working Arrangements (FWA) have on Employee Performance and Overall Business Results

FWAs are mutually beneficial agreements between employees and employers which provide alternate options as to when, where, and how much one works. As both the demographics of the workforce and the

Flexible working schedules in SMEs : Evidence from a developing country

The results indicate that FWSs in SMEs in developing countries are positively associated with (perceived) profitability, employees' career satisfaction and productivity.


This comparative analysis seeks to ascertain the extent to which Flexible Working Arrangements FWAs have been adopted in the Nigerian work environment and equally uncover if the acclaimed efficacy of

Flexible working arrangements and strategic positions in SMEs

Purpose Under the Australian Fair Work Act 2009, employees can request flexible working arrangements (FWAs) from their employers. Provision of FWAs is costly to small and medium enterprises

Flexible Work Arrangements and Organizational Performance – The Difference between Employee and Employer-Driven Practices

Flexible work arrangements (FWAs) enable flexibility in the work design of employees and, consequently, can improve work-life balance and enhance organizational performance. Based on the disparate

Voluntary flexible working arrangements and their effects on managers and employees

This paper explores the effects of flexible working arrangements on employees and their managers in a service sector. Analyzing a case study of a global management consultancy, the study concerns the

Understanding flexible work and well-being : analysis of a critical case

This thesis examines the concept of flexibility as a characteristic of the employment relationship. It aims to provide a better understanding of the employees’ experience of flexible work and to

Strategic Flexible Working Arrangement: The Realignment between Human Resource and Management Accounting

Purpose of the study: This paper aims to pioneer the investigation of human resource (HR) and management accounting (MA) realignment in delivering organizational working flexibility strategy. The

Flexible work arrangements in Greece : theoretical perspectives and evidence from employers and employees

The thesis examines Flexible Work Arrangements (FWAs) in the Greek labour market and theoretical perspectives that may explain employers’ and employees’ perceptions of flexible working in Greece. Its



The incidence and impact of flexible working arrangements in smaller businesses

Purpose – The aim of this article is to investigate the incidence and impact of FWAs in smaller businesses in Scotland, as an integral part of a recent European Social Fund project. From theoretical

The romance of human resource management and business performance, and the case for big science

It is often assumed that research over the last decade has established an effect of human resource management (HRM) practices on organizational performance. Our critical assessment of existing

Comparing perspectives on high involvement management and organizational performance across the British economy

We identify three perspectives on the link between high involvement management and organizational performance. In particular, we distinguish between high involvement management as a set of

Telework adoption, change management, and firm performance

Purpose – The purpose of this paper is to analyse the contribution of human resource (HR) commitment practices to firm performance through the adoption of workplace practices that require the

Flexible work bundles and organizational competitiveness: a cross‐national study of the European work context

The present study explores the categorization of flexible work arrangements (FWAs) into bundles and their connection to organizational competitiveness in the European Union. The measures of

The Effect of Alternative Work Schedules on Employee Performance

This study applies the theory of work adjustment (see Pierce and Newstrom, 1980) as a theoretical foundation to explain why Flexible Working Hours (FWH) makes a difference in work-related outcomes as

Management Practices, Work-L Ife Balance, and Productivity: A Review of Some Recent Evidence

Increasing product-market competition is believed to be a driving force behind higher productivity. However, even those critics of globalization who accept this argument claim that there is a hard

Teleworking and workplace flexibility: a study of impact on firm performance

Purpose – The purpose of this article is to explore the relationship between teleworking adoption, workplace flexibility, and firm performance. Design/methodology/approach – Empirical survey of a

Flexible working: Building a lean and responsive organization