Exploring the effects of reduced load work arrangements (RLWAs): The role of individual autonomy and workplace level justice perceptions

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dc.authoridMine Afacan Fındıklı / 0000-0003-1021-6641en_US
dc.authorscopusidMine Afacan Fındıklı / 57006635300en_US
dc.authorwosidMine Afacan Fındıklı / ABB-5962-2020
dc.contributor.authorBerber, Aykut
dc.contributor.authorAfacan Fındıklı, Mine
dc.contributor.authorMarescaux, Elise
dc.contributor.authorRofcanin, Yasin
dc.contributor.authorMughal, Farooq
dc.contributor.authorSwart, Juani
dc.date.accessioned2022-06-03T14:13:02Z
dc.date.available2022-06-03T14:13:02Z
dc.date.issued2022en_US
dc.departmentİstinye Üniversitesi, İktisadi, İdari ve Sosyal Bilimler Fakültesi, İşletme Bölümüen_US
dc.description.abstractThis paper explores the effects of reduced load work arrangements (i.e. RLWAs) in a context where employees are seeking to balance their work-personal life while employers are reducing costs and staying competitive. We draw on the job-demands control theory and social information processing (SIP) theory to introduce two novel elements mainly to examine how and when the influence of RLWAs unfold: employee's perceived job autonomy as a mediating mechanism and role of social context (i.e., overall justice perceptions at workplace level) in shaping the consequences of RLWAs. We use a large representative data set acquired through WERS (2011) in the United Kingdom. Our findings partially support our hypotheses by shedding light on how and under which conditions the effects RLWAs unfold on employee outcomes. We contribute to debates that emphasize the bridging role of perceived job autonomy in translating the impact of RLWAs on employees' outcomes and hence to keep employees motivated while allowing them to achieve better balance between work and non-work. © 2022en_US
dc.identifier.citationBerber, A., Findikli, M. A., Marescaux, E., Rofcanin, Y., Mughal, F., & Swart, J. (2022). Exploring the effects of reduced load work arrangements (RLWAs): The role of individual autonomy and workplace level justice perceptions. European Management Journal, doi:10.1016/j.emj.2022.04.002en_US
dc.identifier.doi10.1016/j.emj.2022.04.002en_US
dc.identifier.issn0263-2373en_US
dc.identifier.scopus2-s2.0-85130029067en_US
dc.identifier.scopusqualityQ1en_US
dc.identifier.urihttps://doi.org/10.1016/j.emj.2022.04.002
dc.identifier.urihttps://hdl.handle.net/20.500.12713/2793
dc.identifier.wosWOS:001112331200001en_US
dc.identifier.wosqualityN/Aen_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.institutionauthorAfacan Fındıklı, Mine
dc.language.isoenen_US
dc.publisherElsevieren_US
dc.relation.ispartofEuropean Management Journalen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/openAccessen_US
dc.subjectAffective Commitmenten_US
dc.subjectAutonomyen_US
dc.subjectJob Satisfactionen_US
dc.subjectJusticeen_US
dc.subjectReduced Load Work Arrangementen_US
dc.subjectWERSen_US
dc.titleExploring the effects of reduced load work arrangements (RLWAs): The role of individual autonomy and workplace level justice perceptionsen_US
dc.typeArticleen_US

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