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Background <p>Technological advances and the COVID–19 pandemic have fundamentally reshaped the global work landscape, establishing flexible work arrangements (FWAs)—such as schedule flexibility and remote work—as a permanent feature of contemporary employment. This shift necessitates a rigorous quantitative synthesis of how FWAs relate to critical employee and organizational outcomes. This study examines the associations between FWAs and work–life balance (WLB), work–family conflict (WFC), and organizational commitment (OC).</p> Methods <p>A systematic review and meta–analysis was conducted across five electronic databases. Initially, 3,777 records were identified. Following the application of strict inclusion and quality criteria, 38 studies from 19 countries (<i>N</i> = 83,951) were selected for analysis. Data were synthesized using the Comprehensive Meta–Analysis (CMA 3.0) software, employing a random–effects model to calculate pooled effect sizes.</p> Results <p>The findings revealed significant and relatively large positive correlations between FWAs and WLB (<i>r</i> = .39, <i>p</i> &lt; .001) and between FWAs and OC (<i>r</i> = .29, <i>p</i> &lt; .001). Conversely, while the correlation between FWAs and WFC was positive (<i>r</i>= .25), it was statistically non–significant (<i>p</i> &gt; .05). Meta–regression identified between countries the level of economic development as a significant moderator (<i>p</i> &lt; .001), with the positive relationship of flexibility being significantly more pronounced in developed countries compared to developing nations.</p> Conclusion <p>This meta–analysis provides robust evidence that FWAs are an effective strategic tool for enhancing WLB and substantially strengthening OC. However, their impact on reducing WFC remains less conclusive and is highly context–sensitive. Organizations are encouraged to formally adopt and support FWAs to improve employee well–being and foster loyalty, while remaining mindful of the macro–level institutional frameworks that shape flexibility outcomes.</p>

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The relationship of flexible working arrangements on work-family conflict, work-life balance and organizational commitment: a systematic review and meta-analysis

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2026年2月28日

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  • Aydın Çivilidağ,
  • Şerife Durmaz

摘要

Background

Technological advances and the COVID–19 pandemic have fundamentally reshaped the global work landscape, establishing flexible work arrangements (FWAs)—such as schedule flexibility and remote work—as a permanent feature of contemporary employment. This shift necessitates a rigorous quantitative synthesis of how FWAs relate to critical employee and organizational outcomes. This study examines the associations between FWAs and work–life balance (WLB), work–family conflict (WFC), and organizational commitment (OC).

Methods

A systematic review and meta–analysis was conducted across five electronic databases. Initially, 3,777 records were identified. Following the application of strict inclusion and quality criteria, 38 studies from 19 countries (N = 83,951) were selected for analysis. Data were synthesized using the Comprehensive Meta–Analysis (CMA 3.0) software, employing a random–effects model to calculate pooled effect sizes.

Results

The findings revealed significant and relatively large positive correlations between FWAs and WLB (r = .39, p < .001) and between FWAs and OC (r = .29, p < .001). Conversely, while the correlation between FWAs and WFC was positive (r= .25), it was statistically non–significant (p > .05). Meta–regression identified between countries the level of economic development as a significant moderator (p < .001), with the positive relationship of flexibility being significantly more pronounced in developed countries compared to developing nations.

Conclusion

This meta–analysis provides robust evidence that FWAs are an effective strategic tool for enhancing WLB and substantially strengthening OC. However, their impact on reducing WFC remains less conclusive and is highly context–sensitive. Organizations are encouraged to formally adopt and support FWAs to improve employee well–being and foster loyalty, while remaining mindful of the macro–level institutional frameworks that shape flexibility outcomes.