The purpose of this study was to examine the effects of employee gender and organizational norms on supervisor support for flexplace (i.e., remote work) requests. Specifically, the present study hypothesized that support for flexplace would vary by employee gender, such that men and women would receive different support ratings and would be granted different numbers of remote hours. It was also hypothesized that organizational norms would impact support ratings such that employees requesting flexplace when organizational norms support flexibility for non-family needs would receive higher support ratings than employees who made the same request when organizational norms support flexplace for family needs. There was also an expected interaction between gender and workplace norms such that men requesting flexplace when norms support flexibility for family needs would receive lower support than men who made the same request when norms supported non-family needs. Two one-way ANOVAs were used to test these hypotheses, and some significant relationships were found. Results showed that employee gender did not have a significant impact on support and remote hours granted. However, significant differences were found between male employees in different norm conditions. Males who requested flexplace when norms supported flexibility for non-family-related needs received the most supervisor support and were allowed the most remote hours. These findings suggest that organizational norms may have a stronger impact on support than employee gender. Implications, limitations, and future research are discussed.
|Commitee:||Daus, Catherine, Nadler, Joel T.|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 58/01M(E), Masters Abstracts International|
|Keywords:||Culture, Flexibility, Flexplace, Norms, Remote work, Workplace flexibility|
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