ABSTRACT
The main aim of the current study was to examine work-nonwork culture
(WNC) in association with the actual utilization of six work-nonwork
arrangements (WNAs; part-time work, working from home occasionally,
telework, flexible work schedules, child-care arrangements, and parental leave),
and three employee-related outcomes (i.e., work-nonwork interference, fatigue,
and organizational commitment). Two samples were used consisting of 638
employees from a Dutch financial consultancy firm (Fincom) and 269
employees from a Dutch manufacturing company (Mancom). WNC was
measured with a newly developed instrument tapping two dimensions, that is,
support and barriers. The results in one organization (Fincom) showed that the
more supportive employees perceived the WNC, the more they utilized WNAs.
In neither company was a higher utilization of WNAs associated with a lower
