Table 3 Top cited documents Sr. No.... | Emerald Publishing

Table 3

Top cited documents

Sr. No.	Document	TC	TCpy	NTC	Sampling and research techniques	Main argument	Future recommendations
1	Kossek et al. (2006)	601	31.63	4.55	• Survey and interview • Sample – 245 professionals • Data collected from two large firms • Robustness regression	Job control reduces conflict, turnover and sadness, but boundary control may heighten work–family conflicts. Telecommuting aids mothers and aligns with manager evaluations	Future studies should examine the difference between actual flexibility and its mental effects
2	Allen et al. (2013)	466	38.83	7.31	• Data was analyzed from the PsycINFO database • Meta-Analysis – 53 articles • This includes two flexibilities – flexitime and flexplace	Flexibility impacts work–family conflict, benefiting workers with higher family responsibilities	Future research should identify types of work–family conflict and explore strategies to reduce stressors like lack of support or negative feedback
3	Hill, Ferris, and Märtinson (2003)	354	16.09	2.46	• IBM Global Work and Life Issues Survey • Sample size – 5,523 respondents • Data was collected from 48 countries in the U.S. • T-test, One-way ANOVA, Post Hoc test, Multivariate Analysis	Home offices are preferred, while traditional offices harm work–life balance. Virtual offices benefit work but can strain personal life	Further research should assess job location impact, incorporating qualitative studies to mitigate monomethod bias
4	Hornung, Rousseau, and Glaser (2008)	306	18	3.47	• Survey Method • Sample – 887 employees • Structure equation modeling, correlation	Developmental ideals positively correlate with work–family conflicts and overtime more than flexibility ideals	Future studies should explore group and colleague perceptions of ideal working arrangements
5	Rau and Hyland (2002)	266	11.57	2.25	• 142 management students • Well-defined questionnaire • Correlation and regression	Boundary theory shows that those with higher role conflict are more attracted to flexible work	Future studies should focus on understanding job seekers' needs to attract talent
6	Leslie, Manchester, Park, and Mehng (2012)	266	20.46	3.11	• The top 500 organizations in the world were approached • Correlation and regression	Flexibility leads to career success, with positive outcomes linked to leader approval	More research is needed on factors mitigating the negative effects of flexible work policies (FWP)
7	Hill et al. (2008)	261	15.35	2.96	• Theoretical-based analysis	A conceptual study on defining flexibility and its cause-effect relationship	Future studies should explore the relationship between workplace flexibility and holistic approaches
8	Shockley and Allen (2007)	248	13.78	2.16	• Survey of female employees 230 • Moderated regression and correlation	Family responsibilities and time flexibility influence each other more than work–family dynamics	Future research should assess both the usage and implementation of flexibility to understand variations in results
9	Mcnall et al. (2009)	222	13.88	4.79	• Survey process adopted • Sample – 220 employees • Hierarchical Regression and Correlation	Access to flexible work arrangements improves work–life balance, and job satisfaction, and reduces turnover intentions	Future research should apply these assumptions in diverse settings
10	Putnam et al. (2014)	182	16.55	3.85	• Theoretical Analysis	Flexible work environments can cause stress and guilt due to task juggling	Further study is needed on how recreational spaces help employees manage flexibility stress

Sr. No.	Document	TC	TCpy	NTC	Sampling and research techniques	Main argument	Future recommendations
1	Kossek et al. (2006)	601	31.63	4.55	• Survey and interview • Sample – 245 professionals • Data collected from two large firms • Robustness regression	Job control reduces conflict, turnover and sadness, but boundary control may heighten work–family conflicts. Telecommuting aids mothers and aligns with manager evaluations	Future studies should examine the difference between actual flexibility and its mental effects
2	Allen et al. (2013)	466	38.83	7.31	• Data was analyzed from the PsycINFO database • Meta-Analysis – 53 articles • This includes two flexibilities – flexitime and flexplace	Flexibility impacts work–family conflict, benefiting workers with higher family responsibilities	Future research should identify types of work–family conflict and explore strategies to reduce stressors like lack of support or negative feedback
3	Hill, Ferris, and Märtinson (2003)	354	16.09	2.46	• IBM Global Work and Life Issues Survey • Sample size – 5,523 respondents • Data was collected from 48 countries in the U.S. • T-test, One-way ANOVA, Post Hoc test, Multivariate Analysis	Home offices are preferred, while traditional offices harm work–life balance. Virtual offices benefit work but can strain personal life	Further research should assess job location impact, incorporating qualitative studies to mitigate monomethod bias
4	Hornung, Rousseau, and Glaser (2008)	306	18	3.47	• Survey Method • Sample – 887 employees • Structure equation modeling, correlation	Developmental ideals positively correlate with work–family conflicts and overtime more than flexibility ideals	Future studies should explore group and colleague perceptions of ideal working arrangements
5	Rau and Hyland (2002)	266	11.57	2.25	• 142 management students • Well-defined questionnaire • Correlation and regression	Boundary theory shows that those with higher role conflict are more attracted to flexible work	Future studies should focus on understanding job seekers' needs to attract talent
6	Leslie, Manchester, Park, and Mehng (2012)	266	20.46	3.11	• The top 500 organizations in the world were approached • Correlation and regression	Flexibility leads to career success, with positive outcomes linked to leader approval	More research is needed on factors mitigating the negative effects of flexible work policies (FWP)
7	Hill et al. (2008)	261	15.35	2.96	• Theoretical-based analysis	A conceptual study on defining flexibility and its cause-effect relationship	Future studies should explore the relationship between workplace flexibility and holistic approaches
8	Shockley and Allen (2007)	248	13.78	2.16	• Survey of female employees 230 • Moderated regression and correlation	Family responsibilities and time flexibility influence each other more than work–family dynamics	Future research should assess both the usage and implementation of flexibility to understand variations in results
9	Mcnall et al. (2009)	222	13.88	4.79	• Survey process adopted • Sample – 220 employees • Hierarchical Regression and Correlation	Access to flexible work arrangements improves work–life balance, and job satisfaction, and reduces turnover intentions	Future research should apply these assumptions in diverse settings
10	Putnam et al. (2014)	182	16.55	3.85	• Theoretical Analysis	Flexible work environments can cause stress and guilt due to task juggling	Further study is needed on how recreational spaces help employees manage flexibility stress

Note(s): T.C. is the total citation, TCpy is the total citation per year and NTC is the normalized total citation

Source(s): Authors' own development