ARCHIVES

1. Vohra, V., Singh, S., & Dutta, T. (2024). Embracing flexibility post-COVID-19: A systematic review of flexible working
arrangements using the SCM-TBFO framework. Global Journal of Flexible Systems Management, 25(1), 1–26.
2. Yıldırım, A., & Demir, S. (2024). Examining the relationship between flexible working arrangements and employee performance:
A meta-analytic review. BPAS Journal of Library Science, 14(2), 87–104.
3. Sharma, S., & Saha, P. (2025). Flexible work culture: Prospects and trends through a bibliometric lens. SJCC Management Research
Review, 7(1), 55–73.
4. Patel, R., & Kumar, V. (2024). Flexible working arrangements and employee turnover intention: Evidence from Nepali
organizations. Saptagandaki Journal of Science, 10(1), 112–127.
5. Zhang, S., Chan, S. L., & Abai, D. S. B. (2024). A systematic review of flexible work arrangements in China: Development trends
and socioeconomic impacts over the last decade. International Journal of Applied Business and Management Review, 8(4), 20–38.
6. Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific
findings. Psychological Science in the Public Interest, 16(2), 40–68.
7. Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment.
Quarterly Journal of Economics, 130(1), 165–218.
8. Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of
psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524–1541.
9. Hill, E. J., Ferris, M., & Märtinson, V. (2003). Does it matter where you work? A comparison of how three work venues (traditional
office, virtual office, and home office) influence aspects of work and personal/family life. Journal of Vocational Behavior, 63(2),
220–241.
10. Kossek, E. E., & Lautsch, B. A. (2018). Work–life flexibility for whom? Occupational status and work–life inequality in upper,
middle, and lower level jobs. Academy of Management Annals, 12(1), 5–36.
11. Mann, S., & Holdsworth, L. (2003). The psychological impact of teleworking: Stress, emotions and health. New Technology, Work
and Employment, 18(3), 196–211.
12. Masuda, A. D., Holtschlag, C., & Nicklin, J. M. (2017). Why the availability of telecommuting matters: The effects of telecommuting
on engagement via goal pursuit. Career Development International, 22(2), 200–219.
13. McNall, L. A., Masuda, A. D., & Nicklin, J. M. (2010). Flexible work arrangements, job satisfaction, and turnover intentions: The
mediating role of work-to-family enrichment. Journal of Psychology, 144(1), 61–81.
14. Nakrošienė, A., Bučiūnienė, I., & Goštautaitė, B. (2019). Working from home: Characteristics and outcomes of telework.
International Journal of Manpower, 40(1), 87– 101.
15. Oakman, J., Kinsman, N., Stuckey, R., Graham, M., & Weale, V. (2020). A rapid review of mental and physical health effects of
working at home: How do we optimize health? BMC Public Health, 20, 1825.
16. Shockley, K. M., & Allen, T. D. (2012). Motives for flexible work arrangement use. Journal of Vocational Behavior, 80(1), 81–91.
17. Tavares, A. I. (2017). Telework and health effects review. International Journal of Healthcare, 3(2), 30–36.
18. Tremblay, D.-G. (2002). Balancing work and family with telework? Organizational issues and challenges for women and managers.
Women in Management Review, 17(3), 157–170.
19. Venkatesh, V., & Bala, H. (2008). Technology acceptance model 3 and a research agenda on interventions. Decision Sciences, 39(2),
273–315.
20. Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 pandemic: A work
design perspective. Applied Psychology, 70(1), 16–59