This study uses the multilevel perspective to explore the effects of organizational-level flexible work arrangements (FWA) and employee perceived availability and actual use of FWA on job satisfaction and organizational commitment. Using data from the 2011 Workplace Employment Relations Study (WERS), I found that when FWA were offered by an organization, employee-perceived availability of FWA were positively associated with their job satisfaction and organizational commitment. However, employee

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... actual use of FWA did not predict job satisfaction or organizational commitment. Moreover, the number of FWA adopted by the organizations moderated the relationships between perceived availability and both job satisfaction and organizational commitment. Comparing contexts in which organizations offered few FWA with those in which organizations offered many FWA, I found that the relationships between employee perceived availability and employee work outcomes were stronger when organizations offer few FWA practices. The theoretical and practical contributions are discussed. iii Acknowledgement