CañibanoA (2018) Workplace flexibility as a paradoxical phenomenon: Exploring employee experiences.Human Relations72(2): 444-470https://doi.org/10.1177/0018726718769716
2.
CruzDMeisenbachR (2018) Expanding role boundary management theory: How volunteering highlights contextually shifting strategies and collapsing work–life role boundaries.Human Relations71(2): 182-205https://doi.org/10.1177/0018726717718917
ChungHvan der HorstM (2017) Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking.Human Relations71(1): 47-72https://doi.org/10.1177/0018726717713828
5.
WoodA (2016) Flexible scheduling, degradation of job quality and barriers to collective voice.Human Relations69(10): 1989-2010https://doi.org/10.1177/0018726716631396
6.
DerksDBakkerABPetersP, et al. (2016) Work-related smartphone use, work–family conflict and family role performance: The role of segmentation preference.Human Relations69(5): 1045-1068https://doi.org/10.1177/0018726715601890
7.
WoodSJMichaelidesM (2015) Challenge and hindrance stressors and wellbeing-based work–nonwork interference: A diary study of portfolio workers.Human Relations69(1): 111-138https://doi.org/10.1177/0018726715580866
8.
KelliherCAndersonD (2009) Doing more with less? Flexible working practices and the intensification of work.Human Relations63(1): 83-106https://doi.org/10.1177/0018726709349199
