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The purpose of this paper is to explore the relationship between the determinants of public employee turnover intent and the use of workplace flexibilities, with particular attention on the role that gender plays on the relationship between these two constructs.

Using a cross-sectional quantitative research design, the data collection specifically targeted employees of US municipalities that had a significant portion of their workforce using some type of alternative work schedule. Nine cities from six different states were included in the data collection.

In support of prior research and conventional wisdom, the authors find that the use of alternative work schedules is associated with lower expressions of turnover intent, but this relationship is only significant for female municipal employees.

One limitation of the study is that it is mono-source data. A second limitation relates to the lack of controls for contextual and occupational characteristics. Further research is needed on the relationship between alternative work schedule choice and turnover, particularly exploring how other characteristics might impact the relationship between employment flexibilities and turnover.

Overall, the results of the analysis align with broader observations of the need for increasing workplace flexibilities and scholarship exploring these flexibilities, especially for female employees who are attempting to integrate their work and family responsibilities.

There has been relatively little research exploring the relationship between the determinants of turnover intent and the use of workplace flexibilities at the municipal level of government. This is particularly important given that employment in local government is larger than both federal and state government employment combined in the USA (US Census Bureau, 2017).

The purpose of this paper is to investigate how the perceived value of traditional versus non‐tradition benefits may be related to the employee‐employer relationship, and how the perception of that relationship might be linked to job performance and turnover intentions.

Multi‐source data were collected from a random sample of employees and their supervisors at a healthcare organization (n=457).

Non‐traditional benefits have a positive direct relationship with perceived organizational support (POS), whereas traditional health and financial benefits are not related to POS. The relationships between benefits perceptions and POS are moderated by marital status, but not gender. In addition, POS had a strong negative relationship with turnover intentions, and a positive relationship with task performance, job dedication and interpersonal facilitation.

Whereas data collected were multisource in nature, data were collected at the same point in time; therefore the authors could not test causality. Moreover, females were over‐represented in the sample, limiting generalizability.

Managing benefits costs is one of many challenges facing human resource managers in the current economy. This study provides a better understanding of the relationship between employee benefits and important outcomes. The paper's findings emphasize the importance of assessing employees' perceived value of benefits when human resource managers are making decisions about benefit programs.

This study contributes to the literature in several ways. First, this study offers evidence to solve past conflicts regarding the existence and nature of the relationship between benefits and POS. Second, this research contributes to the need to document potential work outcomes of benefit packages. Third, it distinguishes among different kinds of benefits (traditional vs non‐traditional), and shows that non‐traditional benefits can signal to employees how much they are valued by the organization.

The objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the area of “family friendly practices” by carrying out an exhaustive literature review.

The study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.

The author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women’s employment.

The study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.

This study sought to understand how a leader’s leadership is affected by their salient identities. To achieve this, the study employed a qualitative paradigm using a phenomenological methodology. Ultimately, the study worked to craft a shared understanding of how identity is experienced by leaders within the context of their own leadership. Textual descriptions are provided for each of the three themes of awareness and salience, leader differentiation and context affiliation, and identity as a situational factor in leadership. Implications for research and practice are highlighted for leadership educators.

The Florida electorate passed Amendment One on January 29th, 2008. The portability provision of this Amendment allows homestead owners to transfer the difference between assessed value and estimated market value of their current homestead property to their new property. Since passage, there has been limited and declining utilization of the portability provision. This paper explores whether the accrued tax savings due to the property assessment limit provide sufficient incentive for homesteaders to move by examining aggregated utilization of the portability provision among counties. Based on a panel regression using 67 counties from 2008 to 2012, our findings indicate the portability provision has had limited impact on Florida's depressed housing market and only a small number of well-educated and white homesteaders have availed themselves of this mechanism.

One of the difficulties the producer of a new corrosion‐resistant material has to overcome are invariably the questions, ‘Yes, but how has it stood up to these or those conditions, and who else is using it?’ When the material or product really is new, then it is impossible to answer to the questioner's satisfaction, and assurances are not enough. This is particularly true of the U.K. Abroad, the desire is more apparent to be first to use a new product and this often results in advantages. The more cautious are best persuaded by example.

The purpose of this paper is to study the extent and nature of police integrity in Armenia. It analyses police officer views about misconduct seriousness, appropriate and expected discipline, and willingness to report misconduct.

The respondents surveyed in this study are 468 Armenian police officers assigned to work in two large police departments, Yerevan and Lori. The overall response rate is 84 per cent. The respondents evaluated 11 hypothetical scenarios describing cases of police misconduct.

Although the majority of the respondents recognized and labelled the behaviour described in the scenarios as rule violating, a large proportion, in some cases even above 40 per cent, did not do so. The respondents’ evaluations of misconduct seriousness varied greatly across the scenarios. In only two scenarios, describing the acceptance of a bribe from a speeding motorist and the theft of a watch from a crime scene, the respondents thought that both the appropriate and expected discipline should and would be severe; in all of the other scenarios, the respondents expected and approved of either no discipline at all or quite lenient discipline. The code of silence appears to be strong among our respondents, protecting almost all behaviours described in the questionnaire. Unique to Armenia is the finding that the respondents estimated that they would subscribe to the code of silence to a larger extent than their fellow officers would.

Police officers included in the survey come from two police departments.

Police administrators interested in controlling the code of silence could apply the methodology used in this research to ascertain the extent and nature of the code beforehand. They could use the methodology to assess and compare the police officer perceptions of the discipline the agency is expected to mete out with the discipline meted out in actual cases and, if necessary, work on addressing the discrepancy between the perceptions and reality.

Although Armenia has been one of the former Soviet republics that purged the communist government even before the breakdown of the Soviet Union, the transition toward democracy has been troublesome and riddled with widespread accusations of various types of failures in police integrity. The methodology used in this research enables measurement of the nature and extent of police integrity at the present time and also, subsequently, monitoring and detection of the changes in police integrity, which is particularly relevant for a police agency in transition.

This study aims to fulfill the need to explore positive side of work–family interface, especially in emerging economies like India. The authors assessed the relationships of individual (family role salience), organizational (work–family culture) and social (community support) antecedents to work-to-family enrichment. They also examined whether gender moderated the relationship between the three antecedents and work-to-family enrichment.

Data were collected on a questionnaire scale from 487 employees.

It has been found that family role salience, supportive work-family culture and community support were directly related to work-to-family enrichment. Gender did not influence the relationship between work-family culture and work-to-family enrichment. However, relationships between family role salience and work-to-family enrichment, and between community support and work-to-family enrichment, were stronger in case of the male employees. The evolving nature of gender and integration of work-family-community domain provide insights into managers and policymakers about the importance of family and community in the organizations.

The study builds a business case for facilitating a positive work-family culture in India for both male and female employees. The results point to the transitioning socio-cultural scenario of India, which advocates more similarities than differences in modern gender role expectations and identity. The current study emphasizes that while formulating policy, managers and policymakers should keep in mind evolving preferences of both the genders.

The research provides a holistic view of how individual-, organizational- and social-level factors may affect employees’ work–family enrichment in India. It also highlights the changing role of gender. Theoretical and practical limitations are also discussed.