Abstract
Based on the social exchange theory, this study aims to examine the effects of both flexitime and flexiplace on work-family conflict and, in turn, on job stress. It further tests the moderating effects of traditional gender role beliefs by drawing upon the ideal worker and social role theories. Data were collected online from 302 academics working at universities in the MENA region. Responses were analysed using partial least square structural equation modelling. Findings demonstrate that both flexitime and flexiplace enhance work-family conflict and job stress, respectively, among academics. Additionally, the results reveal that traditional gender role beliefs moderate the effects of flexitime and flexiplace on work-family conflict, such that the effects are stronger (weaker) for those who adhere more (less) to traditional gender role beliefs. However, trust in the faculty moderates those effects such that the effects are stronger (weaker) for those who score low (high) on trust.