This study examined the associations of work-home culture with (a) demographic and organizational characteristics, (b) the use of work-home arrangements, and (c) negative and positive work-home interaction, among 1,179 employees from one public and two private organizations. Substantial support was found for a 2-factor structure of a work-home culture measure differentiating between "support" (employees' perceptions of organization's, supervisors', and colleagues' responsiveness to work-family issues and to the use of work-home arrangements) and "hindrance" (employees' perceptions of career consequences and time demands that may prevent them from using work-home arrangements). This 2-factor structure appeared to be invariant across organizations, gender, and parental status. Significant relationships with organizational characteristics, the use of work-home arrangements, and work-home interaction supported the validity of these two cultural dimensions. It is concluded that if employers want to minimize work-home interference, to optimize positive work-home interaction, and to boost the use of work-home arrangements, they should create a work-home culture that is characterized by high support and low hindrance.

, , , , , ,,
Work and Stress
Department of Public Administration

Dikkers, J., Geurts, S., den Dulk, L., Peper, B., Taris, T., & Kompier, M. (2007). Dimensions of work-home culture and their relations with the use of work-home arrangements and work-home interaction. Work and Stress, 21(2), 155–172. doi:10.1080/02678370701442190