Laurie L Shannon
Biographic Data
| ID | 4192676 |
|---|---|
| NAME | Laurie L Shannon |
| GIVEN NAMES | Laurie L |
| FAMILY NAME | Shannon |
| SIGNATURE | SHANNON L L |
| VERIFIED | No |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 76 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2008 |
| LATEST PUBLICATION YEAR | 2008 |
| H-INDEX | 3 |
Using a multi-organization database
This paper describes the WFD Consulting multi-organization database and the methodology used by the five quantitative studies in this special issue to examine workplace flexibility (Hill & Civian, 2008). The database includes 72,161 responses representing 312,459 employees from 25 US organizations in five industries gathered from 1996 to 2006. These studies have an average response rate of 45%. First, an overview of the research questions is pres…
The relationship of perceived flexibility, supportive work-life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention
This study examines the relationship of perceived workplace flexibility and supportive work–life policies to employee engagement and expectations to remain with the organization (expected retention). It also explores the association of formal and occasional (informal) use of flexibility with these outcomes. Data are from a multi-organization database created by WFD Consulting of studies conducted between 1996 and 2006. Results revealed that perce…
Challenging common myths about workplace flexibility
Three common myths about workplace flexibility are examined using findings from WFD Consulting's multi-organization database. First, comparisons of engagement and stress levels reveal that part-time workers are not, as often assumed, less committed or less valuable to the business enterprise than their full-time colleagues. Second, comparisons of employee outcomes challenge the faulty assumption that flexibility for exempt workers offers greater …
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout
This study explores how the reported use and perceived value of five workplace flexibility options differ by gender and life stage. It also examines the relationship of perceived workplace flexibility, gender, and life stages to family-to-work conflict and stress and burnout. Data are from a multi-company database created by WFD Consulting containing the results of studies conducted in multiple organizations between 1996 and 2006. Results reveale…
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout
This study explores how the reported use and perceived value of five workplace flexibility options differ by gender and life stage. It also examines the relationship of perceived workplace flexibility, gender, and life stages to family-to-work conflict and stress and burnout. Data are from a multi-company database created by WFD Consulting containing the results of studies conducted in multiple organizations between 1996 and 2006. Results reveale…
The relationship of perceived flexibility, supportive work-life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention
This study examines the relationship of perceived workplace flexibility and supportive work–life policies to employee engagement and expectations to remain with the organization (expected retention). It also explores the association of formal and occasional (informal) use of flexibility with these outcomes. Data are from a multi-organization database created by WFD Consulting of studies conducted between 1996 and 2006. Results revealed that perce…
Using a multi-organization database
This paper describes the WFD Consulting multi-organization database and the methodology used by the five quantitative studies in this special issue to examine workplace flexibility (Hill & Civian, 2008). The database includes 72,161 responses representing 312,459 employees from 25 US organizations in five industries gathered from 1996 to 2006. These studies have an average response rate of 45%. First, an overview of the research questions is pres…
Challenging common myths about workplace flexibility
Three common myths about workplace flexibility are examined using findings from WFD Consulting's multi-organization database. First, comparisons of engagement and stress levels reveal that part-time workers are not, as often assumed, less committed or less valuable to the business enterprise than their full-time colleagues. Second, comparisons of employee outcomes challenge the faulty assumption that flexibility for exempt workers offers greater …
Using a multi-organization database
This paper describes the WFD Consulting multi-organization database and the methodology used by the five quantitative studies in this special issue to examine workplace flexibility (Hill & Civian, 2008). The database includes 72,161 responses representing 312,459 employees from 25 US organizations in five industries gathered from 1996 to 2006. These studies have an average response rate of 45%. First, an overview of the research questions is pres…
The relationship of perceived flexibility, supportive work-life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention
This study examines the relationship of perceived workplace flexibility and supportive work–life policies to employee engagement and expectations to remain with the organization (expected retention). It also explores the association of formal and occasional (informal) use of flexibility with these outcomes. Data are from a multi-organization database created by WFD Consulting of studies conducted between 1996 and 2006. Results revealed that perce…
Challenging common myths about workplace flexibility
Three common myths about workplace flexibility are examined using findings from WFD Consulting's multi-organization database. First, comparisons of engagement and stress levels reveal that part-time workers are not, as often assumed, less committed or less valuable to the business enterprise than their full-time colleagues. Second, comparisons of employee outcomes challenge the faulty assumption that flexibility for exempt workers offers greater …
Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout
This study explores how the reported use and perceived value of five workplace flexibility options differ by gender and life stage. It also examines the relationship of perceived workplace flexibility, gender, and life stages to family-to-work conflict and stress and burnout. Data are from a multi-company database created by WFD Consulting containing the results of studies conducted in multiple organizations between 1996 and 2006. Results reveale…
Engineering (4 works) · Flexibility (engineering (4 works) · Management (3 works) · Work (physics (3 works) · Workaholism, burnout, and well-being (3 works) · Business (2 works) · Computer Science (2 works) · Economics (2 works) · Employment and Welfare Studies (2 works) · Job Satisfaction and Organizational Behavior (2 works)