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    Rights statement: This is the peer reviewed version of the following article: Collins, A. M., Cartwright, S. and Hislop, D. (2013), Homeworking: negotiating the psychological contract. Human Resource Management Journal, 23: 211–225. doi: 10.1111/j.1748-8583.2012.00200.x which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/j.1748-8583.2012.00200.x/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.

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Homeworking: negotiating the psychological contract

Research output: Contribution to journalJournal article

Published

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Homeworking : negotiating the psychological contract. / Collins, Alison; Cartwright, Susan; Hislop, Donald .

In: Human Resource Management Journal, Vol. 23, No. 2, 04.2013, p. 211-225.

Research output: Contribution to journalJournal article

Harvard

Collins, A, Cartwright, S & Hislop, D 2013, 'Homeworking: negotiating the psychological contract', Human Resource Management Journal, vol. 23, no. 2, pp. 211-225. https://doi.org/10.1111/j.1748-8583.2012.00200.x

APA

Vancouver

Author

Collins, Alison ; Cartwright, Susan ; Hislop, Donald . / Homeworking : negotiating the psychological contract. In: Human Resource Management Journal. 2013 ; Vol. 23, No. 2. pp. 211-225.

Bibtex

@article{14b4d95df2ca4a01a9c4d0f4b512dc9d,
title = "Homeworking: negotiating the psychological contract",
abstract = "This article explores the psychological contract of female clerical homeworkers who work from home full-time and are employed at a local authority. Qualitative interviews were carried out with homeworkers and their supervisors. Temporal flexibility was desired by all the homeworkers in order to achieve a better work–life balance, and was deemed important by women without children as well as those with childcare responsibilities. Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co-workers. Our findings suggest that employees perceive flexibility idiosyncratic deals of co-workers as fair as long as they achieve their own personal levels of temporal flexibility. The potential implications for organisations are discussed.",
author = "Alison Collins and Susan Cartwright and Donald Hislop",
note = "This is the peer reviewed version of the following article: Collins, A. M., Cartwright, S. and Hislop, D. (2013), Homeworking: negotiating the psychological contract. Human Resource Management Journal, 23: 211–225. doi: 10.1111/j.1748-8583.2012.00200.x which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/j.1748-8583.2012.00200.x/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.",
year = "2013",
month = "4",
doi = "10.1111/j.1748-8583.2012.00200.x",
language = "English",
volume = "23",
pages = "211--225",
journal = "Human Resource Management Journal",
issn = "0954-5395",
publisher = "Wiley-Blackwell",
number = "2",

}

RIS

TY - JOUR

T1 - Homeworking

T2 - negotiating the psychological contract

AU - Collins, Alison

AU - Cartwright, Susan

AU - Hislop, Donald

N1 - This is the peer reviewed version of the following article: Collins, A. M., Cartwright, S. and Hislop, D. (2013), Homeworking: negotiating the psychological contract. Human Resource Management Journal, 23: 211–225. doi: 10.1111/j.1748-8583.2012.00200.x which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/j.1748-8583.2012.00200.x/abstract This article may be used for non-commercial purposes in accordance With Wiley Terms and Conditions for self-archiving.

PY - 2013/4

Y1 - 2013/4

N2 - This article explores the psychological contract of female clerical homeworkers who work from home full-time and are employed at a local authority. Qualitative interviews were carried out with homeworkers and their supervisors. Temporal flexibility was desired by all the homeworkers in order to achieve a better work–life balance, and was deemed important by women without children as well as those with childcare responsibilities. Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co-workers. Our findings suggest that employees perceive flexibility idiosyncratic deals of co-workers as fair as long as they achieve their own personal levels of temporal flexibility. The potential implications for organisations are discussed.

AB - This article explores the psychological contract of female clerical homeworkers who work from home full-time and are employed at a local authority. Qualitative interviews were carried out with homeworkers and their supervisors. Temporal flexibility was desired by all the homeworkers in order to achieve a better work–life balance, and was deemed important by women without children as well as those with childcare responsibilities. Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co-workers. Our findings suggest that employees perceive flexibility idiosyncratic deals of co-workers as fair as long as they achieve their own personal levels of temporal flexibility. The potential implications for organisations are discussed.

U2 - 10.1111/j.1748-8583.2012.00200.x

DO - 10.1111/j.1748-8583.2012.00200.x

M3 - Journal article

VL - 23

SP - 211

EP - 225

JO - Human Resource Management Journal

JF - Human Resource Management Journal

SN - 0954-5395

IS - 2

ER -