Flexible Work Practices: A Source of Career Premiums or Penalties?
研究管理者如何解读员工使用灵活工作实践的动机，发现当管理者认为这是为了提高生产力时，员工获得职业溢价；当认为是出于个人生活原因时，则可能面临职业惩罚。
The present research builds theory regarding how use of flexible work practices (FWPs) affects employees' career success. We integrate theory on signaling and attributions and propose that managers interpret employees' use of FWPs as a signal of high or low organizational commitment, depending on whether managers make productivity or personal life attributions, respectively, for employees' FWP use. Managers' perceptions of employees' commitment, in turn, shape employees' career success. Field- and laboratory-based studies provide strong support for the hypothesis that FWP use results in career premiums when managers make productivity attributions and some support for the hypothesis that FWP use results in career penalties when managers make personal life attributions.