Flexible working arrangements have considerably different impacts in different countries

Research Briefing

Keywords: flexible working arrangements, absenteeism, national culture, turnover, organisational outcomes

More and more organisations are turning towards flexible working arrangements in order to increase their flexibility and competitiveness and to retain key personnel. Flexible working arrangements commonly include job sharing, flexitime (whereby the employee decides their working hours to some degree or other), work week compression (where people work longer days, but a reduced number of days in the week), remote working, teleworking, home based working, for example.

These practices are becoming more commonplace around the world and have been found to have a range of benefits, including reducing absenteeism, reducing turnover and increasing work performance and organisational outcomes. However, the research in this area is not entirely aligned in terms of the impact that flexible working arrangements have. For example, some studies have suggested the flexible working arrangements can have a negative impact in terms of absenteeism, turnover intentions and organisational outcomes.

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Sofronio Jadulco

Sophie is a core member of the Oxford Review. She started working with us in 2017 and hands a diverse range of really important jobs from social media to marketing and customer support. Sophie is the efficient member of the team, making sure all those background tasks get done just right. Without her, almost none of what happens in the background would get done.