| Abstract: | Although scholars and practitioners tout the merits of various work–life initiatives, little research has been conducted to determine (a) whether broad categories of initiatives exist, and (b) whether these categories are predictive of work experiences or outcomes. We postulate 2 general types of work–life initiatives: work flexibility and nonwork support. Study 1 provides a systematic review of 385 research articles. Some research focused on specific work flexibility initiatives (e.g., flextime, telecommuting), but almost no research focused on specific nonwork support benefits (e.g., time off, dependent care). Most research confounded work flexibility and nonwork support by creating an aggregate index typically weighted toward nonwork support. This means that consulting psychologists and other practitioners may have difficulty applying research results to solve real organizational problems around work–life issues. Study 2 provides an exploratory assessment of our 2-factor model (N = 328). Results indicate initial internal validity for our 2-factor solution. Participation in work flexibility had direct associations with work-to-life conflict, work engagement, and life satisfaction, along with indirect associations with life satisfaction and psychological strain. Nonwork support possessed only a direct, negative association with life satisfaction. Implications for consulting psychologists, other practitioners, and future research are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
