The moderating role of psychological well-being and work–family conflict in the effect of attitudes toward flexible work arrangements on contextual performance

Flexible working practices are an issue that is very important for employers and employees and has found a lot of application in the business world in recent years. In this study, the attitudes of employees towards flexible working practices were discussed. It is thought that there will be a relationship between the attitudes of employees towards flexible working practices and work-family conflict, psychological well-being and contextual performance. Within the scope of the research, the relationship between these variables was examined. In addition, it was examined whether work-family conflict and psychological well-being play a moderator role in the effect of employees' attitudes towards flexible working practices on their contextual performance. Another aim of the study is to determine whether the attitudes of employees towards flexible working practices, their contextual performances, work-family conflict and psychological well-being levels differ according to demographic characteristics. In this context, in the study conducted on 475 employees, correlation, regression, t-test and ANOVA analyzes were conducted to test the research hypotheses. According to the results of the research, it has been observed that there is a relationship between the attitudes of employees towards flexible working practices and work-family conflict, psychological well-being and contextual performance. In addition, it has been determined that work-family conflict and psychological well-being have a moderating role in the effect of the attitude towards flexible working practices on contextual performance. Attitudes of employees towards flexible working practices differ significantly according to gender, marital status, age, education, experience and flexible working order. Employees' work-family conflict levels differ significantly according to gender, marital status, age, experience, flexible working order and sector. The psychological well-being levels of the employees differ significantly according to the sector and title. No significant difference was found in the contextual performance of the employees according to their demographic characteristics.