Document Type

Conference Paper


Available under a Creative Commons Attribution Non-Commercial Share Alike 4.0 International Licence


Business and Management.

Publication Details

American Academy of Management Conference, 3-8th August 2007, Philadelphia, USA


A debate within the hospitality industry currently centres around the question as to whether human resource policies are progressing and developing. In the context of work flexibility and work-life balance programmes, the question arises as to whether work flexibility is a mutual gains enterprise for employers and employees. The thesis extends the debate on the flexible firm to incorporate the work-life balance agenda. The extent of numerical and functional flexibility is correlated with the extent of work-life balance supports. Company benefits are not linked to numerical flexibility, but in both the employer and employee surveys they are consistently associated with functional flexibility and work-life balance supports. This would suggest an integrated approach to human resource management, whereby some companies engage in a modern employee focused approach, whereas other companies tend to be more traditional.

From an employer perspective, work-life balance and functional flexibility supports employee benefits and mutual gain. The overall conclusion, according to the employee, is that functional flexibility does not benefit either the employer nor the employee while work-life balance favours the employer and the employee.


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