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Flexible Work Arrangements and Employee Health: A Meta-Analytic Review
Work & Stress
Abstract
Flexibility regarding where and when work is completed is becoming increasingly available to employees, especially following the COVID-19 outbreak and subsequent shift in the nature of work. There is a plethora of research linking various flexible work arrangements (FWA) to a variety of positive outcomes across domains including reduced work–family conflict, better psychological health, and increased role satisfaction. While several studies have suggested that FWA are related to positive health, others have found no relationship between flexible work arrangements and health outcomes. To clarify these inconsistent findings, the current meta-analytic review (k = 33, n = 90,602) examines the relationship between flexible work arrangements available to employees and health behaviours and outcomes, specifically physical health, absenteeism, somatic symptoms, and physical activity. Results demonstrate that FWA are associated with better physical health, reduced absenteeism, and fewer somatic symptoms, suggesting that flexible work arrangements can facilitate employees in maintaining their health. There was no association between FWA and physical activity, though these results should be interpreted cautiously given the limited number of primary studies examining this relationship. These findings hold implications for future research and practice, including support for offering individualised flexible work arrangements as means of promoting employee health.
... Yet, flexplace may have fewer benefits than flextime because the conflation of home and work space may more overtly blur boundaries between work and home (Allen and Shockley 2009), resulting in prolonged workdays and increased demands for extensive availability (Heijstra and Rafnsdottir 2010). Three prior meta-analyses have examined both flexplace and flextime, but they focused on different, limited outcomes (work-to-family conflict and family-to-work conflict vs. organisational attachment vs. somatic symptoms) and provided inconsistent conclusions (Allen et al. 2013;Onken-Menke et al. 2018;Shifrin and Michel 2022). Moreover, none of these meta-analyses considered whether having both flextime and flexplace may provide added benefits. ...
... However, applying boundary theory (Ashforth et al. 2000), the actual use of FWAs is necessary for employees to better manage their family life. Prior meta-analytic examinations of distinct, limited outcomes generated mixed conclusions: Flexplace use was more negatively associated with work-to-family conflict than availability (Allen et al. 2013), whereas FWAs availability was more strongly associated with perceived autonomy, organisational commitment (Onken-Menke et al. 2018) and physical health (Shifrin and Michel 2022) than use. Thus, the third goal of this study is to provide a systematic comparison of the differential outcomes associated with FWAs availability and use. ...
... The results emphasise that employees are more likely to effectively utilise FWAs when both flextime and flexplace are available, leading to the highest correlations with work-family balance, job satisfaction and turnover intentions, and task performance (see Table 7). These novel findings extend previous meta-analyses focusing on the comparison of flextime alone and flexplace alone (Allen et al. 2013;Onken-Menke et al. 2018;Shifrin and Michel 2022) and shed light on the added benefits of having flexibility in both scheduling and location, supporting the importance of 'bundles' of work benefit policies (Perry-Smith and Blum 2000) and having 'resource caravans' (Hobfoll 2001). ...
Flexible working arrangements (FWAs) are increasingly available and used across diverse settings, particularly following the COVID‐19 pandemic. Yet, knowledge of the antecedents and outcomes of FWAs is incomplete and inconclusive. It remains unclear what factors facilitate the perceived availability and use of FWAs, and under what conditions FWAs are most beneficial, including (1) whether flexibility in work schedule (flextime), work location (flexplace) or both (flextime + place) is most beneficial, and (2) whether employees must use FWAs to reap their benefits. To address these gaps, we conduct a comprehensive meta‐analysis to examine theoretically derived antecedents and outcomes of FWAs. We also examine whether different types of FWAs—flextime versus flexplace versus flextime + place, and FWA availability versus FWA use—moderate the relationships between FWAs and outcomes. Meta‐analytic results based on 113 studies with 88 618 participants identify a host of important antecedences of FWAs, such as managerial status, self‐efficacy, and task interdependency. Consistent with social exchange theory, Conservation of Resources theory and boundary theory, FWAs were significantly associated with beneficial outcomes, such as greater job satisfaction, organisational commitment, job autonomy, life satisfaction, better work‐family interface and family satisfaction. Significant moderation indicate that more beneficial employee outcomes were associated with (1) having both flextime and flexplace compared to flextime or flexplace alone, (2) flextime compared to flexplace and (3) the availability compared to use of FWAs. These results provide a comprehensive, systematic understanding of the personal, work‐related, and familial antecedents and outcomes associated with different types of FWAs.
... Currently, less than half of the states have mandatory paid sick leave laws, resulting in heterogeneity in the provision of paid sick leave across the United States [19,20]. While the Family and Medical Leave Act mandates companies with greater than 50 employees offer long-term leave with job protection-typically defined as up to 12 weeks-, this leave is unpaid and does not provide short-term leave for illness or injury [21][22][23][24][25]. ...
... In addition to structural access, benefit utilization is shaped by workplace culture. Research has documented that workers may avoid using sick leave or health-related benefits due to fear of retaliation, stigma, or job insecurity, especially in precarious or hourly positions [23,30]. For example, part-time and low-wage workers may perceive taking leave as risking reduced hours or job loss, even when formally entitled to time off [8,10]. ...
... We found that workers with both paid sick leave and employersponsored health insurance were the most likely to take time off due to illness or injury, followed by those with only health insurance or sick leave alone. On one level, this finding aligns with prior evidence suggesting that access to workplace benefits reduces financial and job-related barriers to taking time off when ill [23,[40][41][42][43]. On another level, these results yield new insight by demonstrating that paid sick leave and employersponsored health insurance can complement each other-for instance, because paid sick leave provides job protection and wage replacement, while health insurance facilitates access to medical care and greater recognition of the need for recovery time. ...
Background
Workplace benefits such as paid sick leave and employer‐sponsored health insurance influence workers' ability to take time off when ill or injured. We examined whether and to what extent these workplace benefits complement each other in affecting health‐related work absences, and whether associations varied by employment status, income, and occupation.
Methods
This cross‐sectional study analyzed pooled data from the 2021 and 2023 National Health Interview Survey (NHIS), a nationally representative survey of US adults. The sample included 31,280 employed adults. Workers were classified into four workplace benefits groups: paid sick leave only, employer‐sponsored health insurance only, both benefits, and neither benefit. The primary outcome was health‐related work absence in the past 12 months. Interaction terms assessed differences in probability of absence by employment status (full‐time vs. part‐time), income (< 400% vs. ≥ 400% of the federal poverty level), and occupation type (Management, Professional, Service, Sales, and Production).
Results
Compared to those with neither benefit, the probability of work absence was 7.3 points higher with employer‐sponsored health insurance only ( p < 0.001), 4.6 points higher with paid sick leave only ( p = 0.002), and 12.0 points higher with both benefits ( p < 0.001). The association between workplace benefits and health‐related work absence varied by employment status, income level, and occupation type ( p < 0.001 for all interactions).
Conclusions
Access to paid sick leave and health insurance increased the likelihood of taking time off due to illness or injury, with differences by employment status, income, and occupation.
... Gaps have been identified mainly in finding studies and data that clarify the relationship between telework and absenteeism within the organisational framework. There are two studies that focus on relating the two terms (Fiorini, 2024;Shifrin & Michel, 2022). Others are incomplete or outdated, and are thus irrelevant for our purposes (Barry & Crant, 2000;Blau & Boal, 1987;Hughes & Bozionelos, 2007). ...
... Recent studies also point to the relationship between higher telework rates and lower absenteeism. Moreover, they warn that this adds a negative effect of workers being unable to disconnect (Fiorini, 2024;Shifrin & Michel, 2022). So the relationship between the advantages and disadvantages of telework is once again striking. ...
... Therefore, a balanced and critical analysis of telework is essential to maximising its positive impact on organisations and their employees. By adopting a strategic approach to managing this work method, its potential can be harnessed to create a more flexible, efficient, and mutually beneficial work environment (Jarrahi et al., 2021;Shifrin & Michel, 2022;Yu et al., 2019). This not only contributes to individual and family well-being, but also fosters organisational productivity and sustainability, solidifying telework as a cornerstone of modern workplaces (Bartik et al., 2024). ...
Objetive: Diagnose the situation of telework and propose improvements in its management to maximise the benefits of this practice from an organisational perspective, covering companies and employees. Methodology: Exploratory bibliographic analysis based on publications in Web of Science and Scopus. Results: Definition of six challenges and lines of action, related to adopting better organisational practices that help private companies and public administrations to better develop the remote working modality, promoting mixed telework with a duration of three days per week and meeting business needs for production and performance, and workers' needs for flexibility, conciliation and digital disconnection. Limitations: The limitations identified in this research have been the limited information linking telework to absenteeism and telework to a change in the teleworkers' place of residence. Practical implications: Matching teleworking to individual and organisational needs can contribute to improving telework practices, exploiting and highlighting the advantages and minimising the disadvantages, thereby increasing employee satisfaction. Such satisfaction could have immediate consequences on improving productivity and reducing absenteeism in companies.
... Ensuring effective functioning in hybrid work arrangements is crucial. Interventions have either examined the direct effects of hybrid work on employee outcomes (Shifrin & Michel, 2022) or trained single strategies like mindfulness (Ch et al., 2023), technology use (Venkatesh & Speier, 2000), and fostering a healthy lifestyle (Barone Gibbs et al., 2021). Shifrin and Michel's (2022) meta-analysis found that hybrid work improves physical health and reduces somatic symptoms and sickness absenteeism, with no substantial differences between flexible time or location. ...
... Interventions have either examined the direct effects of hybrid work on employee outcomes (Shifrin & Michel, 2022) or trained single strategies like mindfulness (Ch et al., 2023), technology use (Venkatesh & Speier, 2000), and fostering a healthy lifestyle (Barone Gibbs et al., 2021). Shifrin and Michel's (2022) meta-analysis found that hybrid work improves physical health and reduces somatic symptoms and sickness absenteeism, with no substantial differences between flexible time or location. Still, the effectiveness of interventions to improve work engagement, performance (Knight et al., 2017), work-life balance (Hammer et al., 2015), or recovery (Hahn et al., 2011;Karabinski et al., 2021) remains unclear for hybrid workers. ...
... The personal resource allocation perspective (Grawitch et al., 2010;Shifrin & Michel, 2022) suggests that individuals must decide how, when, and where to allocate their resources (time, physical, mental, and emotional energy) to meet work and personal demands. Effective resource management leads to positive outcomes like better health, wellbeing, and performance, while poor management results in negative outcomes due to perceived resource scarcity and lack of control. ...
Hybrid work presents a challenge to employees’ self-regulation skills, requiring them to effectively manage their working time and location while balancing energy between professional and personal activities. The present study introduces a brief, multi-component, self-training intervention for hybrid workers based on solid theory for the choice of trained behaviors and for achieving change and examines whether the trained self-regulation strategies, i.e., time-spatial crafting, work-home domain management, and psychological energy preservation explain improvement on two distal outcomes, namely work engagement and goal attainment. Using a pretest–posttest intervention with a control group (intervention group: N = 39, control group N = 46) and cluster randomization, the training was executed over six consecutive workdays. The self-training included information about self-regulation strategies, reflection exercises, and five daily assignments. Results of multilevel analyses showed that the training effectively increased work-home facilitation and relaxation, which consequently explained increases in goal attainment and, in the case of work-home facilitation, work engagement. Moreover, univariate tests indicated the effectiveness of the training to stimulate time-spatial crafting. The results imply that self-regulating strategies are essential to improve valuable outcomes during hybrid work and can be trained.
... FWAs refer to organizational policies and practices that enable employees to vary their work schedule and/or location (Kossek & Michel, 2011;Lewis, 2003;Rau & Hyland, 2002;Shifrin & Michel, 2022). FWAs include various options, such as flextime, term-time working, part-time or reduced hours, job sharing, career breaks, family-related and other types of leave, compressed workweeks, and teleworking (Lewis, 2003;US Department of Labor, n.d.). ...
... In this study, we use the terms 'flextime' and 'flexplace,' two dimensions of FWAs (Kossek & Michel, 2011;Rau & Hyland, 2002), to describe the extent of employees' ability to alter their temporal and physical work boundaries, respectively. Flextime refers to the control employees have over their working hours, which includes adjusted start and end times, compressed work weeks, reduced work hours, and ease of taking days off (Shifrin & Michel, 2022). The level of flexibility in flextime arrangements can vary, but it generally involves a set period of required work hours and a flexible period when employees can choose when to work (Baltes et al., 1999;Kossek et al., 2014). ...
... Unlike flextime, flexplace centers on allowing employees to perform their work from locations outside of their primary or central workplace, at least part of the time, using technology to communicate with others within and outside the organization (Gajendran & Harrison, 2007). Flexplace has often been studied and implemented in terms of teleworking (Shockley & Allen, 2007), working from home (Shifrin & Michel, 2022). Since flextime is more concerned with providing spatial flexibility (Fuller & Hirsh, 2019), employees may still adhere to standard office hours or have flexibility in their work hours, depending on the arrangement. ...
This study examines the relationship between flexible work arrangements (FWAs) in the public sector and flexibility stigma, focusing on two types of FWAs based on work schedule and work location. Using data from the 2017 Federal Work-Life Survey of U.S. federal employees, the study analyzes how supervisory and organizational support influence the relationship between flexibility stigma and FWA use. Results show a negative relationship between flexibility stigma and flextime use, while flextime use varies by type of flextime. Supervisor and organizational support mitigated the negative effects of flexibility stigma, particularly for flextime and remote work. The findings suggest that enhancing supervisory support can reduce the effects of flexibility stigma and promote effective use of FWA in the public sector. This study provides new insights into how supervisory and organizational support systems can mitigate flexibility stigma and promote the adoption of various FWAs in the public sector.
... 3 In the evolutionary digitalization path, following the introduction of I4.0 robots in production activities, I5.0 envisions a symbiotic relationship between employees and collaborative robots (Rožanec et al., 2022) which are designed to increase the production quantity and/or quality but also to assure employees' safety and, more generally, to give an answer to the human needs improving working conditions (Caggiano et al., 2023). This approach leads also to customized products and services capable of better satisfying the consumers' needs (Shifrin and Michel, 2022) and to implement feedback mechanism to discover, understand and then satisfy all customer needs . The integration of IoT into production plants and value chains has enabled the collection of more data, not only about production activities but also about operators' task. ...
... In the other dimensions, some maturity items focus on a specific pillar. For example, the items 3.2 -Customer integration, 5.7 -Digital platforms for customer integration and 7.4 -Internet of services contribute to the human-centric design pillar offering the company the possibility to better understand customers' needs and conceive customized products and services Shifrin and Michel, 2022). The items 4.2 -Real-time production monitoring and control, 5.2 -Software systems like ERP, MES, CRM and PLM, 6.3 -Blockchain Technology, 7.1 -Cloud Computing (CC) network for resources sharing and 7.2 -Cloud Computing (CC) network for data storing contribute to the resilience pillar by providing the company with the ability to improve decision-making based on real data (Nassif et al., 2010;Semeraro et al., 2023), consult integrated information in real-time and remotely (Gupta et al., 2023), and support internal and external traceability (Leng et al., 2022), resulting in a more resilient production system (Van Oudenhoven et al., 2023). ...
... The interaction among psycho-emotional factors such as anxiety, depression, and burnout (Burton et al., 2008;Ford et al., 2011) (Shifrin & Michel, 2022). In a meta-analytic review, Shifrin and Michel (2022) underscore the scarcity of research specifically targeting certain occupations or industries in examining the connection between FWA and health outcomes. ...
... The interaction among psycho-emotional factors such as anxiety, depression, and burnout (Burton et al., 2008;Ford et al., 2011) (Shifrin & Michel, 2022). In a meta-analytic review, Shifrin and Michel (2022) underscore the scarcity of research specifically targeting certain occupations or industries in examining the connection between FWA and health outcomes. ...
Flexible Work Arrangements (FWA) are increasingly prevalent in the Information Technology (IT) sector, fostering remote and hybrid models. This research-in-progress investigates the intersection of FWA with mental health and employee performance among IT workers post-pandemic. Drawing on a diverse range of literature, it explores the various spectrums of FWA, encompassing different levels of remoteness experienced by workers. Moreover, it delves into the multifaceted aspects of mental health, including anxiety, depression, burnout, and fatigue, and their implications for employee performance. Through a Design Science Research approach, this project aims to develop prescriptive knowledge to address the challenges posed by FWA in the IT industry. It seeks to understand the lived experiences of IT workers, identify the factors influencing their mental health, and propose actionable recommendations for organizations to proactively support their employees' well-being and enhance performance in FWA, thereby contributing to the overall productivity and well-being of the IT workforce.
... Previous studies, not specific to nursing, have linked staff choice in shift scheduling to wellbeing and work life balance (Nijp et al., 2012). Flexible work arrangements that include more personal choice have been associated with better physical health and reduced absenteeism (Shifrin & Michel, 2022). Choice in shift scheduling has generally led to positive outcomes for nursing staff, including reduced sickness absence, burnout, turnover intention, and work-life conflict Grøtting & Øvergård, 2023;Karhula et al., 2018;Kida & Takemura, 2024;Turunen et al., 2020). ...
... Work life balance and wellbeing were valued by nurses in the current study and were particularly highlighted in the rest and recovery between shifts theme, as well and the enjoyment and engagement at work theme. These attitudes may reflect a broader societal shift towards prioritising well-being and work-life balance (Shifrin & Michel, 2022). Hospitals need to be ready to respond to these changing priorities, and innovative scheduling processes based on up-to-date research can support this shift. ...
Aim
To understand how preferences and constraints of nursing staff, nurse managers and hospital directors interact and influence decisions around nurse shift patterns
Background
Globally, many nursing staff have expressed intention to leave the profession and high levels of stress and burnout. Shift patterns are often cited as a key driver of negative nurse outcomes. How preferences and constraints of staff groups involved in nurse shift scheduling interact to shape decisions remains unexplored.
Design
Qualitative study. We interviewed 17 nursing staff, 5 nurse managers and 6 hospital directors.
Methods
Staff were recruited through 5 NHS Trusts based in the North, Midlands, East and South of England. The results were analysed using inductive and deductive framework analysis.
Results
Three themes were identified that influenced nurses’ decisions for shift scheduling: 1/ Balancing Choice with Consistency, Predictability and Flexibility; 2/Adequate Rest and Recovery Between Shifts; and 3/Enjoyment and Engagement at Work. There was a meta-theme of conflicting priorities for shift scheduling between nursing staff, nurse managers and hospital directors across these three themes.
Conclusions
Different priorities for shift scheduling of nursing staff, nurse managers and hospital directors created potential or actual conflict. Solutions appeared to consist of compromises where priorities of different staff groups were simultaneously upheld to an acceptable level. This occurred through collaborative interactions across staff groups.
Implications for Practice
Nursing staff, nurse managers and hospital directors can facilitate choice and flexibility and navigate conflicts in nurse shift scheduling through collaborative approaches that enhance awareness and effective communication.
Reporting Method
Qualitative data was reported using the EQUATOR checklist COREQ. No Patient or Public Contribution
What does this paper contribute to the wider global clinical community?
Collaborative approaches can influence conflicting priorities of staff groups in relation to nurse shift scheduling.
Staff understanding other staff priorities for nurse shift scheduling enhances awareness.
... Literature reviews elaborate on benefits and drawbacks of WFH [e.g., (8)(9)(10)] and point to an overall health-promoting effect of WFH. However, they also highlight potential negative health aspects of WFH and, more importantly, reveal substantial knowledge gaps that need to be closed in order to adequately assess the relationship. ...
... However, the role of the extent of WFH has been under-researched in the examination of the relationship between WFH and health (8). Second, most studies (can) consider only a global indicator of general health, while research analyzing the effects of WFH on mental and physical health separately is scarce (10). However, in evaluating the health risks and benefits of WFH to inform policy and enrich public health debates, it is important to consider whether mental and/or physical health is affected, as the advice given and measures taken may differ. ...
Background
With the increase in the prevalence of working from home (WFH), understanding its impact on health has become more relevant. However, the possibility that health effects may depend on the specific WFH arrangement has largely been ignored in research.
Objective
The aim of this study is to offer a differentiated view of WFH by distinguishing between informal overtime at home and telework during recognized working time when assessing its associations with mental and physical health complaints. Moreover, the extent of telework is considered. The study also differentiates the group of WFH non-users by distinguishing between voluntary non-use and employer-directed non-use.
Methods
We apply OLS regression models with clustered standard errors by occupation to probability-based survey data that is representative of employees in Germany. The analytical sample was restricted to employees whose job tasks could be performed at home (N = 10,365).
Results
Compared to employer-directed non-users, working informal overtime at home is associated with more mental health complaints, while telework is associated with fewer mental and physical health complaints. However, the beneficial association between recognized telework and mental health only applies to employees with relatively small extents of telework. At higher extents of telework, the mental health advantages disappear, while those for physical health tend to remain.
Conclusion
This study suggests that a nuanced look at patterns of use and non-use of WFH is essential when gauging its impact on health.
... Moreover, the positive effects of FWO on in-role performance support the literature suggesting that FW is associated with higher productivity (e.g., De Smet et al., 2023;Lund et al., 2020). While our data are in line with metanalytic findings suggesting that flexible work arrangements can facilitate employees in maintaining their health (Shifrin & Michel, 2021) and productivity, they further suggest that these results apply to both on-site and flexible workers with a positive orientation towards FW. Indeed, Italy is a country committed to social welfare and strong social security through standard agreements between employers and employees (i.e., national work contracts) in both public and private organizations (Conflavoro, 2022) that provide workers with strong protection (Ministry of Economy and Finance, 2021). ...
... Future studies may attempt to mitigate this potential bias and clarify the causal relationships of the suggested nomological network by using cross-lagged data with longitudinal designs that introduce temporal distance between the predictor (i.e., FWO) and the proposed individual-and organization-related outcomes. Relatedly, for the purpose of strengthening the assessment of the curvilinear effects of FW, future longitudinal designs may examine FWO recorded at Time 1 and individual-related outcomes (e.g., stress, WFC) measured at Time 2, while also including additional long-term health outcomes (e.g., physical health) measured at Time 3. Latent growth curve models applied to three-wave data allows for the analysis of within-person processes (i.e., employee FWO) and examination via a parallel process model whether concomitant increases or decreases in employees' FWO are associated with similar trends in a) individual-related workers' outcomes (e.g., stress) and subsequent physical health indicators (Shifrin & Michel, 2021) and b) organization-related outcomes (e.g., support, trust) and subsequent levels of absenteeism and/or organizational effectiveness (e.g., Albion, 2004) across time. ...
The use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed in light of the globally elevated rates of flexible work arrangements and mixed findings on their implementation.
... Many researchers interpret the free choice of working hours and location as empowering and inclusive, as it allows workers to determine the frequency and intensity of their work, which is generally considered an important aspect of "good jobs" (Kalleberg & Vallas, 2018). Various studies on remote work have identified increased productivity, lower stress, reduced work-life conflict, higher work engagement, and better job performance (Shifrin & Michel, 2022) in FWA through increased flexibility and autonomy. On the other hand, this "extreme flexibility," along with precarious working conditions and the shifting of risks to workers, is considered a major criticism of flexible work (Kalleberg & Vallas, 2018). ...
... This result underscores the importance of considering a broader range of factors when understanding work engagement. Thus, factors other than workload, such as personal interests, job and personal resources, support systems, and the qualitative aspects of work play crucial roles in determining how engaged employees feel (Lichtenthaler & Fischbach, 2019;Rudolph et al., 2017;Shifrin & Michel, 2022). ...
Objectives. The digital era has enhanced the possibility of working flexibly, which provides employees with many advantages (e.g., greater autonomy). However, on the other hand, they tend to work longer and faster, which is accompanied by higher levels of work pressure, strain, and stress. In line with the Job Demands-Resources theory, the aim of this cross-sectional study was to explore the relationship between workload and well-being (engagement, burnout) and to test the moderating role of promotion and prevention job crafting (JC) strategies in this relationship in the context of flexible work.Sample and settings. Data were collected online. The research sample consisted of 309 participants, working in a flexible working arrangement, preferably through a partial or full-time home office.Statistical analyses. Correlational, hierarchical regression and moderation analysis were performed.Results. Higher level of workload and prevention JC was positively related to higher burnout. Promotion JC had a positive effect on work engagement, whereas prevention JC related to engagement negatively. Contrary to our assumption, a higher level of promotion JC increased the negative effect of workload on work engagement. The effect of workload on burnout was moderated by the level of prevention JC. Specifically, burnout increased with workload at all levels of prevention JC, but the rate of increase was highest at low levels of prevention JC. The mitigating role of promotion JC between workload and burnout, as well as the effect of prevention JC on the relationship between workload and engagement, have not been confirmed.Conclusion. The findings underscore the intricate and sometimes unexpected interactions between JC strategies, workload, engagement, and burnout in flexible work settings. Future research should further investigate these dynamics, particularly the surprising impact of promotion JC under higher workload in flexible environments, to gain a clearer understanding of how various approaches can be refined to enhance employee well-being and performance.Limitations. Cross-sectional design, the size and diversity of the research sample and the use of self-assessment tools.
... Flextime merupakan kontrol yang dimiliki oleh karyawan untuk menyesuaikan dan menentukan jam kerja. Flextime diantaranya adalah compressed work weeks, reduced work hours, dan penyesuaian hari libur [9]. Metode flexible working arrangement yang kerap diterapkan oleh masyarakat Asia adalah flexitime (84%), telecommuting (45%), paruh waktu (35%), extended leave (32%) dan work from home (26%). ...
... Adanya stigma bagi karyawan yang menerapkan sistem kerja flexible working arrangement yang dianggap tidak menjadikan pekerjaan adalah hal yang utama. Nilai tersebut mencerminkan budaya yang lekat pada masyarakat Asia bahwa pekerjaan harus menjadi fokus utama yang harus mendapatkan perhatian penuh [9]. Cerminan karyawan yang ideal adalah yang mampu dan bersedia mengerahkan waktu dan tenaganya untuk berdedikasi pada perusahaan secara penuh dengan mengorbankan kehidupan personalnya. ...
Seiring terjadinya pandemi COVID-19 yang merubah tatanan kehidupan di masyarakat, pada bidang industri banyak perusahaan yang menerapkan sistem kerja fleksibel. Perpanjangan pemberlakuan sistem kerja fleksibel oleh beberapa perusahaan ditengarai karena adanya manfaat yang dirasakan baik dari segi karyawan, perusahaan, maupun masyarakat terlepas dari tantangan penerapan sistem kerja fleksibel yang terjadi. Tujuan dari penyelidikan ini adalah untuk menggali lebih dalam metode penerapan sistem kerja fleksibel di Asia sebagai evolusi prospektif dalam praktik ketenagakerjaan, menggunakan metodologi tinjauan literatur sistematis (systematic literature review) yang diambil dari 2 basis data elektronik sebagai sumber referensi utama. Pengumpulan literatur berbahasa Inggris dilakukan menggunakan basis data elektronik dengan rentang waktu 10 tahun, yakni tahun 2012 hingga 2022. Penelitian ini berfokus pada bagaimana kesiapan penerapan sistem kerja fleksibel di negara-negara Asia meliputi; India, China, Jepang, Malaysia, Pakistan, Korea Selatan, Thailand, Turki, Vietnam, Iran, Singapura, Sri Lanka, Bahrain, Kamboja, Uni Emirat Arab. Temuan penelitian ini menjelaskan gambaran komprehensif terkait perusahaan di Asia. Penelitian ini membuktikan bahwa 91,5% pekerja menginginkan fleksibilitas waktu kerja dan 89% menginginkan fleksibilitas lokasi kerja. Pembahasan pada penelitian ini memuat uraian seputar flexible working arrangement yang ditinjau dari segi kesiapan pemberi kerja, kesiapan sumber daya manusia, potensi hambatan, pandangan masyarakat umum, serta bentuk penerapan sistem kerja. Penelitian ini dapat berfungsi sebagai referensi bagi pembuat kebijakan dalam rangka membangun sistem kerja fleksibel sebagai paradigma baru ketenagakerjaan di negara-negara Asia, yang komprehensif bagi seluruh pihak yang terlibat.
... Workplace and mental health Many young individuals who have recently relocated to urban areas or have recently completed their education often engage in temporary internships as a result of their limited professional background. On the one hand, temporary employment can offer several advantages to workers, including the ability to exercise flexibility in their working hours, acquire significant work experience, and serve as a transitional phase towards securing permanent employment [23]. On the contrary, temporary workers frequently encounter restricted opportunities to engage in informal social networks and receive support within their workplace [24], thereby potentially exerting a detrimental influence on their working conditions. ...
... Second, this study examined the influence of various potential factors in the workplace on the mental health of mobile young white-collar workers. White-collar workers are usually highly educated and engaged in knowledge-based work, and they tend to prefer a more relaxed and flexible working environment and arrangements [23,58]. However, high levels of control and strict rules and regulations by superiors can increase their work stress, which can negatively affect their mental health, a result consistent with previous research. ...
Mobile young white-collar workers not only have the characteristics of mobile young people, but also have the characteristics of general white-collar workers. Under the influence of both, their mental health may be suffering from “double disadvantage”. So, based on an ecological model of the stress process, this paper tries to use the data of the questionnaire on the mental health of mobile young white-collar workers in Zhejiang Province to explore the influence of some factors in the middle workplace and residence place on the mental health of micro individuals. The results show that: (1) The working environment with high control and low freedom and the workplace discrimination against the mobile status will have a negative impact on the mental health of mobile young white-collar workers; (2) Financial anxiety in daily life will lead to a decline in the mental health level of mobile young white-collar workers; (3) Good organizational support and neighborhood social relations can significantly relieve life pressure, so as to effectively improve the mental health of mobile young white-collar workers. It can be seen that we also need to pay more attention to the mental health of mobile young white-collar workers in order to improve their situation.
... Moreover, healthcare providers play a crucial role in assessing the impact of COVID-19 on survivors' capabilities and providing guidance on managing the physical and emotional demands of re-entering the workforce or academic settings (Shifrin & Michel, 2021). Such comprehensive support mechanisms are vital for fostering successful reintegration and long-term well-being of COVID-19 survivors. ...
Understanding the lived experiences of individuals is crucial for shaping effective health interventions and policies. This study explored and described the post-COVID-19 adaptation experiences of survivors in Tagbilaran City through Roy Callista’s Adaptation Model, providing a detailed analysis of their recovery and ongoing challenges. The research employed a qualitative phenomenological approach, using purposive sampling to select participants who had recovered from mild to severe COVID-19 within the last 6 to 12 months. In-depth interviews, guided by Roy's Adaptation Model, were conducted to collect rich, qualitative data. Colaizzi's phenomenological method was utilized for data analysis, involving the extraction of significant statements, the formulation of themes, and the synthesis of comprehensive descriptions of survivors' experiences. The findings revealed significant themes across four modes: Physiologic (e.g., symptoms and post-COVID effects), Self-Concept (e.g., emotional impact and altered self-perception), Role Function (e.g., impact on personal and professional life), and Interdependence (e.g., social and workplace interactions). These themes underscored the complex and multifaceted impact of COVID-19 on survivors, encompassing physiological symptoms, psychological distress, social stigma, and altered personal identities. The study concludes that COVID-19 survivors in Tagbilaran City manage a complex recovery landscape, significantly influenced by their physical, emotional, and social experiences. Recommendations include developing comprehensive post-COVID care programs, enhancing mental health services, initiating public awareness campaigns to reduce stigma, and implementing flexible accommodations in workplaces and educational settings to support survivors' reintegration.
... To mitigate job stress, organizations need to develop comprehensive strategies aimed at improving workplace conditions. Implementing flexible work arrangements can help employees manage their work-life balance more effectively, reducing stress caused by rigid schedules and excessive commuting (Shifrin & Michel, 2022 Given its complexity, job stress remains a significant challenge for both employees and employers. If left unaddressed, it can lead to serious consequences at both an individual and organizational level. ...
Flexible work arrangements have become an integral part of almost every organization due to various internal and external challenges, which further create new opportunities and serve as a means through which organizations can reduce job stress among employees. The subject of the research is focused on determining the effects that flexible work arrangements have on job stress among highly educated millennials in the service sector of Serbia. The research was conducted on a sample of 448 highly educated millennials in the service sector of Serbia. To test the effects, the PLS-SEM method was used. The results of the research indicate that flexible work arrangements significantly reduce stress among employees, allowing them greater control over working hours, establishing a work-life balance, and having a positive impact on employees' work attitudes and behaviors, which leads to improved organizational performance. Service organizations should consider the possibilities of implementing such work arrangements according to their capabilities, which would contribute to mutual satisfaction, in line with social exchange theory. Research on the effects of flexible work arrangements in reducing job stress provides answers regarding the situation in developing economies, with a special focus on Serbia, and fills a gap in the literature. Future research will focus on a larger number of respondents, comparisons with other generations, with an emphasis on Generation Z, which differs in characteristics from Generation Y, and on investigating the establishment of work-life balance, etc..
... Time management refers to the effective allocation of time between work commitments and familial obligations (Adisa et al., 2021). Employees with access to FWA and TI often report greater control over their schedules, enabling them to fulfill both professional and personal obligations without conflict (Shifrin and Michel, 2022). Flexible hours and remote work are particularly effective in improving time balance, as they allow employees to adjust their schedules to accommodate personal priorities (Ortiz-Bonnin et al., 2023). ...
The evolving landscape of work has transformed workplace practices, with flexible work arrangements (FWA) and technology integration (TI) emerging as essential tools for addressing modern employment challenges. This study examines the impact of FWA and TI on work-life balance (WLB) among employees in Malaysia's Small and Medium Enterprises (SMEs), which contribute nearly 40% to the nation’s GDP. SMEs face challenges in adopting FWA and TI due to resource constraints, particularly in attracting and retaining younger employees who prioritize WLB.Grounded in the Work-Life Border Theory and Technology Acceptance Model, this study explores how organizational flexibility and technology influence employees' ability to balance personal and professional responsibilities. FWA includes flexible hours, remote work, and compressed workweeks, while TI focuses on tool access, effectiveness, and flexibility. WLB is measured by time balance, stress management, and satisfaction.Using a quantitative research approach, data were collected from 575 SME employees, with 143 valid responses analyzed using SPSS software. Reliability analysis showed high internal consistency with Cronbach’s alpha exceeding 0.8. Correlation analysis revealed moderate to strong positive relationships between variables, while regression analysis indicated FWA and TI collectively explain 58.5% of WLB variance. TI emerged as a stronger predictor, enhancing productivity, collaboration, and stress reduction. Flexible work arrangements, including flexible hours, remote work, and compressed workweeks, significantly improved balance between personal and professional responsibilities.This study addresses gaps in WLB research in Malaysia's SMEs and offers actionable recommendations, including tailored FWA, strategic investment in cost-effective technology, and fostering a culture of work-life balance. By aligning workplace practices with employee needs, SMEs can enhance satisfaction and productivity, driving sustainable growth and competitiveness.
... "Flexibility regarding where and when work is completed is becoming increasingly available to employees, especially following the COVID-19 outbreak and subsequent shift in the nature of work". [2]. Moreover, as people become more aware of the role that both family and career play in one's personal growth and wellbeing, FWAs have emerged as a potential solution to alleviate stress, enhance family relationships, and promote overall well-being in situations where these two essential aspects of life find themselves competing or conflicting. ...
Flexible work arrangements (FWAs) are reshaping the modern workplace by giving employees greater control over their schedules and locations. This paper examines the benefits of FWAs for family life, showing how they reduce work-family conflict, enhance parental involvement, and support well-being. It also addresses the challenges of implementing FWAs, underscoring the importance of supportive organizational cultures and policies. Finally, it offers recommendations for policymakers, organizations, and individuals to ensure FWAs truly strengthen families and promote work-life balance.
... The literature suggests that the pandemic accelerated the adoption of hybrid work, leading to mixed outcomes. On the positive side, studies indicate improvements in job satisfaction, greater control and autonomy (Costantini and Weintraub 2022;Shifrin and Michel 2022), enhanced work-life balance, and increased family time (Çemberci et al. 2022;Gunasekara, Wheeler, and Bardoel 2022). These benefits contribute to employee well-being and performance, including enhanced productivity (Morikawa 2020), improved engagement (Weideman and Hofmeyr 2020), reduced turnover intentions (Gašić and Berber 2023), and increased cost savings (Lauterbach and Kunze 2023). ...
... The possible deductions of negative outcome (low absenteeism outcome) will be presented in Table 3 below. A study by Shifrin et al., [30] shows that a meta-analytic review involving 33 studies and over 90,000 participants highlight the positive influence of flexible work arrangements on employee health and absenteeism rates. This study implemented r2SATMRA to extract knowledge from the absenteeism at work dataset. ...
Absenteeism in the workplace can be voluntary or involuntary which significantly impacts organization productivity, employee morale, and operational costs. An artificial neural network will be employed to extract insights on absenteeism helping the employers to understand and mitigate the issue. There are limited attempts that propose neural network model for knowledge extraction in the human resources domain, particularly research revolving around absenteeism of employees. In this paper, a modified evolutionary based algorithm named Modified Niche Genetic Algorithm has been proposed to enhance the training phase of the Discrete Hopfield Neural Network with Random 2 Satisfiability Modified Reverse Analysis method. The performance of the Modified Niche Genetic Algorithm with the Random 2 Satisfiability Modified Reverse Analysis is evaluated using various performance metrics. In light of the findings, the proposed model demonstrated superior performance compared to the traditional classification model with 73% more accuracy in doing knowledge extraction for the human resources field. The contributions in the proposed model provide a robust platform and enhance the capabilities of the classification model.
... Through these measures, the Tokyo Metropolitan Government is striving to create a more flexible and healthy working environment for employees. FWAs can bring happiness to individuals (Medina-Garrido et al., 2017), they are also beneficial to promoting employee health and attendance (Shifrin & Michel, 2021). Moreover, FWAs have been proven to have other positive impacts on employees' well-being, including but not limited to increasing pleasure, alleviating stress, and promoting personal growth (Alsulami et al.,2023;Kortsch et al.,2022;Anderson & Kelliher,2020). ...
Introduction: Work-life imbalance has emerged as a critical challenge in knowledge-intensive industries, necessitating systemic interventions. Global organizations increasingly adopt flexible work arrangements (FWAs) to enhance employee satisfaction and performance. However, flexible work arrangements may be a double-edged sword; their impact on well-being requires further exploration, particularly in technology-driven professions. Objectives: This study examines FWAs' impact on Chinese programmers' subjective well-being (SWB), aiming to:1) quantify their subjective well-being levels under flexible work arrangements policies; 2) assess the association between flexible work arrangements and subjective well-being; 3) compare differential impacts of flexible work arrangements types (e.g., flextime, telecommuting) across subjective well-being (emotional, psychological, social). Methods: We conducted a random online survey of programmers in five core cities in China known for rapid technological innovation and development in the Internet and high-tech industries field. 625 valid survey data were used for multiple linear regression analysis to explore the relationship between flexible work arrangements and subjective well-being. Results: The findings indicate that Chinese programmers exhibit a high level of subjective well-being (mean = 3.8). Among its dimensions, emotional well-being has the highest perceived level (mean = 3.85) compared to the social and psychological dimensions. Flexible work arrangements significantly enhance subjective well-being through compressed work hours (β = 0.086), telecommuting (β = 0.089), part-time (β = 0.252), and job-sharing (β = 0.22), whereas the effect of flexitime is not statistically significant. Overall, flexible work arrangements contribute positively to the subjective well-being of Chinese programmers, with part-time exerting the most substantial influence, followed by telecommuting. Conclusions: Flexible work arrangements with flexible tasks and flexible locations are more conducive to the improvement of employees' subjective well-being than simple flexible time arrangements. Therefore, this study recommends that authorities and organizations prioritize employees' demands for task-oriented flexibility and location autonomy when optimizing workplaces, while preserving access to traditional office-based models. Such a balanced approach mitigates risks associated with excessive flexibility—including mental health deterioration, social isolation, and weakened organizational belongingness—by allowing self-determined transitions between structured collaboration and independent work modes.
... The report offers a contemporary perspective by incorporating post-Covid 19 pandemic reflections, which highlight shifts in preferences for remote work and flexible scheduling. The data underscore the importance of flexible working arrangements, corroborating the results of meta-analysis by Shifrin and Michel (2022), who emphasise flexibility as central to employee well-being, especially post-pandemic. This aligns with scholarship emphasising the importance of autonomy and flexibility as drivers of job satisfaction in modern workplaces, particularly for diverse and underrepresented groups. ...
This report presents findings from a nationwide survey examining the impact of the Covid-19 pandemic on equality, diversity, and inclusion (EDI) within the UK’s research and innovation (R&I) ecosystem. Drawing on responses from over 570 professionals across diverse roles and identities, the study reveals that while flexible and remote working were generally well-received, significant challenges persist regarding job satisfaction, access to healthcare and caregiving support, and experiences of workplace bullying and harassment. Marginalised groups—including women, disabled, neurodivergent, and racialised minority individuals—reported disproportionate negative impacts. The report concludes with targeted recommendations for governments, funders, employers, and EDI bodies to promote a more inclusive and resilient R&I environment post-pandemic.
DOI: 10.17861/9618-X577
... Through these measures, the Tokyo Metropolitan Government is striving to create a more flexible and healthy working environment for employees. FWAs can bring happiness to individuals (Medina-Garrido et al., 2017), they are also beneficial to promoting employee health and attendance (Shifrin & Michel, 2021). Moreover, FWAs have been proven to have other positive impacts on employees' well-being, including but not limited to increasing pleasure, alleviating stress, and promoting personal growth (Alsulami et al.,2023;Kortsch et al.,2022;Anderson & Kelliher,2020). ...
Introduction: Work-life imbalance has emerged as a critical challenge in knowledge-intensive industries, necessitating systemic interventions. Global organizations increasingly adopt flexible work arrangements (FWAs) to enhance employee satisfaction and performance. However, flexible work arrangements may be a double-edged sword; their impact on well-being requires further exploration, particularly in technology-driven professions. Objectives: This study examines FWAs' impact on Chinese programmers' subjective well-being (SWB), aiming to:1) quantify their subjective well-being levels under flexible work arrangements policies; 2) assess the association between flexible work arrangements and subjective well-being; 3) compare differential impacts of flexible work arrangements types (e.g., flextime, telecommuting) across subjective well-being (emotional, psychological, social). Methods: We conducted a random online survey of programmers in five core cities in China known for rapid technological innovation and development in the Internet and high-tech industries field. 625 valid survey data were used for multiple linear regression analysis to explore the relationship between flexible work arrangements and subjective well-being. Results: The findings indicate that Chinese programmers exhibit a high level of subjective well-being (mean = 3.8). Among its dimensions, emotional well-being has the highest perceived level (mean = 3.85) compared to the social and psychological dimensions. Flexible work arrangements significantly enhance subjective well-being through compressed work hours (β = 0.086), telecommuting (β = 0.089), part-time (β = 0.252), and job-sharing (β = 0.22), whereas the effect of flexitime is not statistically significant. Overall, flexible work arrangements contribute positively to the subjective well-being of Chinese programmers, with part-time exerting the most substantial influence, followed by telecommuting. Conclusions: Flexible work arrangements with flexible tasks and flexible locations are more conducive to the improvement of employees' subjective well-being than simple flexible time arrangements. Therefore, this study recommends that authorities and organizations prioritize employees' demands for task-oriented flexibility and location autonomy when optimizing workplaces, while preserving access to traditional office-based models. Such a balanced approach mitigates risks associated with excessive flexibility—including mental health deterioration, social isolation, and weakened organizational belongingness—by allowing self-determined transitions between structured collaboration and independent work modes.
... Inclusive design, which considers the needs of various employee groups, including those with special needs, helps create a fairer and more supportive work environment. Another emerging trend is the importance of holistic well-being aspects encompassing physical, mental, and social well-being, with facilities such as recreation areas, meditation spaces, and employee health programs becoming increasingly common [15]. ...
An optimal work environment is crucial for supporting employee well-being, yet the combined influence of physical and non-physical factors on employee well-being is not fully understood. This study aims to examine the impact of physical factors such as air quality, lighting, ventilation, and thermal comfort, as well as non-physical factors such as safety, cleanliness, views, and layout on employee well-being. A quantitative survey method was used with a sample of all employees of the Regional Disaster Management Agency (BPBD), and the data were analyzed using Multiple Regression. The results show significant effects of physical environmental factors on employee well-being (t (35) = 3.600, p = 0.001), non-physical environmental factors on employee well-being (t(35) = 6.128, p = 0.000), as well as the combined effect of physical and non-physical environmental factors on employee well-being (F(2, 32) = 57.045, p = 0.000). These findings emphasize the importance of a holistic approach in designing and managing the work environment to enhance employee well-being. The practical implications of this research include recommendations for improving the quality of the work environment that can be applied by managers and office space designers to create healthier, more comfortable, and more productive workplaces.
... While FWAs have brought significant benefits, such as reduced burnout and improved retention rates (Weideman & Hofmeyr, 2020;Austin-Egole et al., 2020;Xiang et al., 2022;Timms et al., 2020), questions remain about their broader impact on employee outcomes. A growing body of research suggests that FWAs can improve work-life balance by giving employees greater control over their schedules and reducing stress levels (White & Maniam, 2020;Subramaniam et al., 2020;Shifrin & Michel, 2022). However, concerns persist regarding the potential downsides of FWAs, particularly in career development. ...
... Finally, the likelihood of feeling ill is also increased when employees' working hours do not match their family and social commitment (+6.9 pp), a finding that supports the use of individualized flexible work arrangements. This is consistent with the meta-analysis provided by Shifrin and Michel (2022) showing that these arrangements are associated with better health. ...
This article revisits the association between employment characteristics, working conditions, and the annual duration of sickness presenteeism or absence using a French representative survey. Our novel estimation method controls for endogenous participation, as working conditions can affect employees' likelihood of illness separately from the decision to stay at home or work ill. We use a copula approach to model the link between illness and the duration of presenteeism and absence. Without correcting for endogenous participation, our estimates would be biased, and the determinants of sickness absence or presenteeism incorrectly identified. This work helps to highlight firm policy instruments that protect health and affect the choice between sickness presenteeism and absence.
... Flexible Work Arrangement (FWA) is a system that provides employees with significant freedom in organizing their working hours (Austin-Egole et al., 2020Gašić et al., 2024;Goddey et al., 2022;Rusilowati, 2021). FWAs enable employees to better balance their work responsibilities with personal life, enhancing their overall well-being (Edeh et al., 2024;Mäkelä et al., 2017;Shahzadi et al., 2022;Shifrin & Michel, 2022;Willett et al., 2024). Employees can work from various locations, including their homes, coworking spaces, or any other suitable place. ...
This study investigates the readiness of the Social Security Agency for Employment (BPJS Ketenagakerjaan) to implement flexible working arrangements (FWAs) in response to the evolving work landscape post-COVID-19. With the Indonesian government's reclassification of the pandemic, organizations are reconsidering their work models, making it crucial to assess their preparedness for hybrid work systems. The research employs a case study design with a descriptive approach, utilizing the TAIDA method to develop planning scenarios. Data collection includes primary data from in-depth interviews with experts and secondary data from relevant literature and internal documents. Findings reveal that BPJS Ketenagakerjaan demonstrates a very good level of readiness across various dimensions, including technology and management, with an overall readiness index of 82.58. However, the mobility policy dimension indicated potential improvement areas. The study highlights the importance of establishing clear policies and standard operating procedures to support remote work, particularly for employees with specific health needs. The implications of this research are significant for BPJS Ketenagakerjaan as it provides a structured framework for enhancing organizational readiness for FWAs, ensuring employee engagement and satisfaction. This study contributes to the broader discourse on flexible work arrangements, offering practical guidance for public service organizations navigating the complexities of hybrid work implementation.
... The impact of FWAs on teamwork and collaboration was explored, with participants sharing insights on how FWAs influence collaborative efforts within different age groups. Responses indicated that FWAs offer temporal and spatial flexibility but may pose challenges in synchronising collaborative activities (De Menezes & Kelliher, 2017;Shifrin & Michel, 2022). Moreover, E1's perspective suggested that FWAs do not significantly hinder work collaboration or results for office-based personnel, indicating seamless integration of FWAs into office workflows with the support of digital tools for remote interactions. ...
The lived reality for young people in a highly urbanized environment is a challenge that previous generations did not have to face. Young people not only experience the transformation of their physical environment, but also the reworkings of values, family, education, and the economy that are now different. Within this constant flux of a changing landscape, engaging with young people for research purposes is also an endeavour that needs to be dynamic. This paper looks at how the aspirations of young people can be documented, as they desire to bring sustainable change to their quotidian life. Assessing their aspirations qualitatively is thus problematized; older, more established methods may not be able to capture their true intentions. This paper is based on an experimental study with undergraduate university students who express their ideals for a sustainable future through the ArcGIS Story Maps platform. The use of this tool enables a display of multiple texts - written essays, reports, photo essays, embedded videos, survey polls, maps, historical documents, visual pictures, case studies and even layout designs - as a demonstration of how young people can express their multi-modal views qualitatively. The main research technique used is the multimodal discourse analysis. Although this study is only exploratory, findings reveal that urban youth today are very willing to express their aspirations, although they do so in more creative ways. This experimental study hopes to raise pertinent questions for qualitative researchers: are researchers ready to study responses that incorporate multimodality? And are researchers ready to include the use of digitalised tools as a means of expression? It is hoped that this pilot study will challenge researchers to shift gears; to study young people’s lives differently, and to incorporate more dynamic means of qualitative assessments to research findings.
... This viewpoint implied that the adaptability afforded by FWAs can be seamlessly integrated into the workflow of office environments, where technology and digital communication tools are readily available to support remote interactions and maintain productivity.The impact of FWAs on teamwork and collaboration was explored, with participants sharing insights on how FWAs influence collaborative efforts within different age groups. Responses indicated that FWAs offer temporal and spatial flexibility but may pose challenges in synchronising collaborative activities(De Menezes & Kelliher, 2017;Shifrin & Michel, 2022). Moreover, E1's perspective suggested that FWAs do not significantly hinder work collaboration or results for office-based personnel, indicating seamless integration of FWAs into office workflows with the support of digital tools for remote interactions.Theme 5: Future of Work The participants contemplate the future evolution of FWAs, with E1 proposing the concept of flexible weekends, reflecting the diverse weekend configurations across Malaysian states. ...
This research probes the intersection of generational change within the workforce and the corresponding need for organisational responsiveness, particularly as Generations Y and Z become prevalent in the labour market. The last decade has witnessed significant enhancements in productivity and adaptability in the workplace, spurred by a sweeping technological revolution and an unprecedented rise in global connectivity. These developments herald a paradigm shift with considerable implications for employee well-being, satisfaction, and performance. A qualitative research design was employed to explore the critical dimensions of organisational flexibility and the evolving nature of work in light of the new generational influx. The research drew on pilot data from an interview with two Human Resource (HR) experts, both with substantial experience in managing workplace dynamics in the oil and gas industry. Furthermore, a focus group comprising five individuals from Generations Y and Z—balanced in gender and generational representation—provided additional insights, given their introduction of novel behavioural patterns in the professional sphere. This research employed thematic analysis, which began with coding the data and subsequently organising the codes into themes using an inductive approach. Findings underscore that these emerging generations place a premium on work-life balance and overall well-being. Underpinning this shift is a constellation of factors: a pronounced preference for autonomy, a search for meaning and purpose in professional endeavours, and an expectation of continuous availability. The research concludes that a nuanced understanding of the precedents set by employers is vital for effectively preparing the corporate sector to enter new generational cohorts. At this critical juncture, a comprehensive re-envisioning of traditional workplace models is imperative to align with the anticipated future of work.
... Also highlighted in Kalleberg's theory is the convenience dimension, which addresses the importance of a pleasant work-life balance (Diagne, 2023;Gašić & Berber, 2023;Kalleberg, 1977;Shifrin & Michel, 2022). The dimension points out aspects such as flexible working hours and a supportive work environment. ...
This article explores the complex relationship between teacher retention and job satisfaction, drawing insights from Kalleberg's (1977) and Skaalvik and Skaalvik's (2017) models. It examines key factors influencing teacher satisfaction, including work values, job demands, psychological factors, supportive environments, and autonomy. Kalleberg's model emphasises the alignment of work values and job rewards, highlighting intrinsic rewards, convenience, financial stability, career advancement, and resource adequacy. Skaalvik and Skaalvik's model focuses on balancing job demands and resources to prevent burnout and enhance retention. Autonomy emerges as a crucial factor, empowering teachers through decision-making freedom and self-development opportunities. By understanding these elements, educational institutions can develop strategies to improve teacher retention, ultimately benefiting the educational system. The insights from these models provide valuable guidance for fostering a dynamic and effective educational environment.
... The LFS ad hoc module 2019 on 'Work organisation and working time arrangements' allow us approaching employee control over working time through different indicators. A higher control over working time facilitates a more harmonious arrangement of the different social times, likely contributing to the feeling of improved work life balance (Wöhrmann, Dilchert, and Michel 2021) and better health outcomes (Shifrin and Michel 2022). This approach considers that employed workers have additional social roles to fulfil beyond their professional activity. ...
We investigate the links between the technological transformation of firms and employee control over working time. We conduct EU-wide analysis at the meso-level by relating information from the European Company Survey 2019 (Eurofound and Cedefop) with the Labour Force Survey ad hoc module 2019 (Eurostat). This dataset allows analysing the technological transformation of firms as a relationship between three types of investments (in R&D, digital technologies and learning capacity of the organisation) that spur innovation outputs. We then study the consequences of the technological transformation on the spread of unfavourable working time arrangements, distinguishing between individual and organisation-oriented arrangements. Our model considers the direct effects of investments in Digital technologies adoption and use and Learning capacity of the organisation and the mediating role of firms’ innovation strategies. Results indicate that the Learning capacity of the organisation is directly associated with more individual-oriented working time flexibility, but entails higher organisation-oriented working time flexibility. The effect of Digital technologies adoption and use depends instead on firms’ innovation strategy: product innovation leads to more employee control over working time, while marketing innovation has the opposite outcome. Process and organisational innovations yield mixed consequences buffering employees from organisation-oriented working time flexibility in more time-constrained work environments.
... In particular, we encourage organizational leaders to offer relevant training that empowers employees to adapt to working in a hybrid modewith best practices for working remotely as well as in the office and making that transition between the two modes. Decades of work on the best practices of remote work can help with this (e.g., Gajendran & Harrison, 2007;Shifrin & Michel, 2022), as well as work conducted during the pandemic on individuals and organizations who were most resilient as they adapted to new ways of working (e.g., Browder et al., 2024). Our study suggests strategies particularly focused on how to integrate work and family roles as a hybrid worker. ...
... If implemented, these changes could serve as interventions that benefit all faculty members. A recent review highlights the potential for such adjustments to positively impact workplace dynamics and overall faculty well-being [30]. The review highlighted that flexible work arrangements are linked to improved physical health and reduced workplace absenteeism. ...
Background
In academic medicine, the lack of gender equity hinders the career progression of women academics. This can often affect scientific productivity and widen the gender gap that exists in this field. As such, this study aimed to understand how full-time faculty members in academic medicine perceive the climate for women academics and identify target areas for interventions supporting gender equity.
Methods
This study adopted an embedded mixed-methods design. Data collection was done from November 2022 to January 2023, at the National University of Singapore (NUS) School of Medicine. The participants comprised academic clinicians and non-clinician faculty members who were either currently employed full-time at the NUS School of Medicine or had recently resigned. They completed an adapted version of the Culture Conducive to Women’s Academic Success (CCWAS) questionnaire, which assessed their perceptions of the faculty climate across four domains: equal access, work-life balance, freedom from gender bias, and supportive leadership. Quantitative findings were complemented by qualitative data gathered through open-ended survey questions. ANOVA and t-test were used to analyse the quantitative data, and content analysis was used to analyse the qualitative data.
Results
Compared to female participants (M = 140.0, SD = 57.9), male participants perceived greater gender equity (M = 158.7, SD = 62.9). Personal experiences of gender inequity were described by some female participants. Participants also raised various suggestions to improve work-life balance for both male and female faculty members, mitigate structural gender bias and increasing support for women faculty.
Conclusions
Female faculty members tend to have a less favourable view of the working climate for women in academic medicine, compared to their male counterparts. This might be attributed to differences in awareness of gender inequity and understanding of gender bias. Findings of this study provided further insight into the perceptions of faculty members regarding workplace gender equity and interventions that can be implemented to support them in their career.
Trial registration
Ethical approval was obtained from the National University of Singapore Institutional Review Board (NUS-IRB-2022-325).
... Flexible work arrangements are a significant factor affecting various aspects of employee behavior in the modern environment [2]. Due to various global impacts such as the COVID-19 pandemic [3], economic crises primarily caused by wartime turmoil and global instability, increasing market competition, and rapid advancements in information technology and artificial intelligence, organizations worldwide have been forced to alter their behavioral patterns and adopt new strategies not only to overcome these challenges but also to become leaders in their fields [4,5]. In this situation, organizations must be more flexible and innovative in unexpected HR-related issues that affect employees [6]. ...
The research’s main objective is to examine the mediating role of Employee Commitment (EC) in the relationship between Flexible Work Arrangements (FWAs) and employee behavior (Innovative Work Behavior (IWB) and Employee Performance (EP)) among employees in the Republic of Serbia. The research consists of a theoretical part (review of the literature on previous theoretical and empirical findings) and an empirical part (Partial least squares structural equation modeling (PLS-SEM) analysis conducted on a sample of 582 employees in Serbia). The main findings have determined that there is full mediation, as the indirect effect of FWAs on Innovative Work Behavior through employee commitment is significant, and partial mediation, as the indirect effect of FWAs on Employee Performance through Employee commitment. The flexibility provided by FWAs not only increases employee satisfaction and loyalty but also motivates them to reciprocate through improved behavior and employee performance. In this way, employee commitment becomes a key factor that links organizational flexibility policies with positive outcomes in employee behavior. Flexible work arrangements are key to HR sustainability by enabling a better work-life balance, reducing stress, increasing employee commitment, and fostering long-term innovation and productivity. The mediating role of employee commitment in the relationship between flexible work arrangements and employee behaviors, such as innovative work behavior and employee performance, is particularly important. A high level of commitment, which stems from flexible work conditions, significantly contributes to innovative practices and improved performance, further strengthening the sustainability of organizations.
Flexibility is an important ability of platform workers to adapt to the ever‐changing job requirements and the environment in which they work. It is beneficial for enhancing platform workers' work efficiency and promoting the development of platform enterprises. Grounded in sensemaking theory, a theoretical model based on the Chinese industrial relationship context was constructed to reveal the influence of the enterprise‐union coupling relationship (EUCR) on platform workers' flexibility. Data from 322 platform workers were analyzed to test the theoretical model. The results indicate the following: (1) Relative to the management practices of platform enterprises (i.e., human resource management practices), EUCR can generate incremental effects on platform workers' flexibility; (2) EUCR promotes career calling, which in turn, improves platform workers' flexibility; and (3) Customer gratitude expression strengthens the relationship between EUCR and career calling, leading to a higher level of flexibility. This study identified new factors affecting platform workers' flexibility from the perspective of interactions between platform enterprises and trade unions. It offers practical guidance for platform enterprises and trade unions in China to provide spiritual support and value transmission to platform workers to boost their flexibility.
The aim of this study is to provide a predictive model of employee health management through a qualitative research approach conducted at Tabriz University of Medical Sciences and Health Services. In terms of philosophical assumptions, the study follows an interpretive paradigm and, in terms of audience orientation, it is applied research. The sample in the qualitative phase includes academic experts, namely faculty members and executive managers in the healthcare domain of Tabriz. A total of 15 experts were interviewed for qualitative data collection. The research approach is qualitative, and the employed strategy is thematic analysis using MAXQDA software. The findings revealed 158 sub-themes (indicators), 33 main themes (dimensions), and 13 overarching themes within a thematic network. These themes include organizational support, organizational policies, organizational strategies, organizational preventive management, individual health, workplace health, social health in the work environment, effective conflict management, creation of growth and learning opportunities, employee health equity, positive work climate, employee well-being, and work-life balance. This study identified the components of employee health management based on the natural socio-cultural conditions of Iranian society, with a specific focus on the healthcare sector. Moreover, the current research contributes to enriching the theoretical foundations of employee health management.
In an increasingly demanding work environment, burnout has emerged as a critical challenge for organizations and their workforce. This chapter will delve into the multifaceted nature of burnout, explore its causes, and present actionable strategies for prevention that can pave the way for a healthier, more sustainable workforce. By applying a holistic approach that encompasses individual, organizational, and societal dimensions, this chapter aims to provide readers with practical insights and tools to mitigate burnout effectively.
LAY SUMMARY
The COVID-19 global pandemic triggered shifts in worker values, presenting employers with a unique opportunity to revisit their offerings in ways that optimize both employee experiences and workplace well-being. These offerings typically include traditional compensation elements and non-financial, or intangible, rewards. Analyses of the 2022 Public Service Employee Survey examined how three sub-populations of civilian Department of National Defence (DND) employees (i.e., persons with disabilities, leaders, and young employees) experienced intangible rewards (e.g., support for flexible work arrangements, a tolerable workload), as well as the links between their experiences of these rewards and their workplace well-being. The results of this study suggest that, in addition to blanket strategies, targeted workplace interventions may be necessary to improve the workplace well-being of sub-populations of civilian DND employees who differ in their experiences of intangible rewards and in how these experiences affect their workplace well-being.
In contemporary workplaces, fostering gender inclusivity has become a paramount goal, recognizing the importance of diverse perspectives and experiences. An essential strategy in achieving this inclusivity is implementing flexible working arrangements to empower women to actively participate in their professional sphere. As organizations increasingly acknowledge the value of a balanced and diverse workforce, understanding the dynamics of flexible work and its impact on gender inclusivity becomes crucial. This chapter will focus on understanding the complexities of flexible working arrangements within Morocco’s workplace, specifically examining its role in addressing gender dynamics and promoting women’s involvement in their careers. By exploring the challenges and opportunities associated with flexible work arrangements, this chapter aims to shed light on how these initiatives contribute to creating a fairer and more inclusive professional environment for women in Morocco, ultimately shaping their career paths. Delving into the unique experiences of individuals navigating work and personal life demands, the chapter will provide a detailed analysis and offer tailored recommendations to enhance gender inclusivity within the Morocco workplace.
Purpose
Over the past few years, scholars have examined new ways of working from various perspectives, with a significant increase in studies during the pandemic period, when remote work – supported by digital technologies and platforms – became imperative for many companies to protect the health of both the local community and employees. It also served as a solution for businesses to maintain operations and continue delivering products and services to customers. In the post-pandemic period, the new working reality has evolved into a complex concept grounded in variables such as work flexibility, digitisation, innovation, sustainability, collaboration, social inclusion and the equitable treatment of all categories of employees. The purpose of this paper is to identify the elements that can impact employees’ satisfaction with the new normal in working arrangements, as well as to understand whether workers’ socio-demographic characteristics and the organisational context influence their level of satisfaction.
Design/methodology/approach
The methodological approach is based on cluster analysis with random sampling. Initially, a tool for assessing workers’ satisfaction with the new way of working was developed based on a literature review, identifying eight key areas of influencing factors. This tool was subsequently updated and refined through focus groups, expert evaluation and a pre-test. Based on participants’ responses, satisfaction scores were analysed using a Likert scale in relation to various variables. According to the scores obtained, a cluster analysis was conducted to identify different segments of workers within the sample.
Findings
The study’s findings reveal six distinct clusters of employees, each exhibiting different levels of satisfaction with new normal work arrangements. These clusters offer a detailed perspective on how various groups experience and perceive flexible work models, reflecting a spectrum of needs and preferences within the workforce. Key sources of dissatisfaction include inadequate digital tools and physical workspace options, as well as some difficulties in maintaining work–life balance. By addressing these specific issues through targeted interventions, organisations can significantly enhance overall satisfaction and engagement. These insights are particularly valuable for HR professionals seeking to optimise employee well-being and productivity in hybrid or remote work environments.
Research limitations/implications
The research presents certain limitations, primarily due to its focus on a single country – Italy. This constraint may limit the generalisability of the findings to other national contexts. Future research could explore the impact of different contexts – such as national, regional and organisational factors – on employee satisfaction with new ways of working. In addition, it would be valuable to examine the significance of each identified factor affecting worker satisfaction, as well as to investigate variations in the importance of these factors among employees of different genders, ages and job positions. Such studies would provide deeper insights into how diverse demographic and geographic factors shape workers’ experiences and perceptions of remote and flexible work arrangements in the new normal.
Practical implications
The findings of the study can be useful for HRM when implementing new ways of working to achieve maximum satisfaction and better performance of employees.
Originality/value
At the time the research began, no tools validated in Italy for measuring workers’ satisfaction with the new normal work arrangements were available.
This article aims to understand the characteristics of flexible work arrangements in Vietnam. First, it examines the adoption of flexible work arrangements in the aftermath of COVID‐19, which had profound impacts on work‐life balance, career opportunities, and workplace gender dynamics. Despite Vietnam's significance as a large emerging economy, research on flexible work arrangements among workers operating in this nation has been limited. Second, using conservation of resources theory, complemented by positive organizational behavior theory, the study identifies the resources needed for flexible work and those created during this specific time period. An online survey was utilized to collect primary data from n = 217 Vietnamese workers on this phenomenon. Although women reported low levels of preparedness for remote working, beneficial aspects for both genders arose through greater flexibility, reduced commuting, increased productivity, financial savings, and more leisure time. Third, the study proposes a conceptual framework to enhance the implementation of remote working and discusses implications for organizations and governments in emerging economies like Vietnam.
Purpose
This study explores how three-dimensional job autonomy (decision-making, work method and work scheduling) affects employees’ thriving at work and service recovery performance in the hospitality industry during COVID-19.
Design/methodology/approach
This study utilized cross-sectional dyadic data from 287 frontline workers in the Chinese hospitality sector and analyzed it with Analysis of Moment Structures (AMOS) and the PROCESS macro.
Findings
The findings indicate that three-dimensional autonomy has a direct impact on thriving and an indirect effect on service recovery performance (SRP) through thriving, and the relationship between three-dimensional autonomy and thriving is moderated by SOCV19R.
Originality/value
This study addresses the existing gap in research regarding the various aspects of autonomy. It explores how distinct dimensions of autonomy affect employees’ thriving at work and, in turn, influence their ability to excel in service recovery. Furthermore, it sheds light on how the unique circumstances of COVID-19, as represented by SOCV19R, play a role in understanding the dynamics between different forms of autonomy and employees’ thriving.
Workforce sustainability is a cornerstone of economic growth and societal well-being. One game-changing policy instrument for increasing workplace diversity, inclusion, and adaptation is the rise of flexible working `arrangements (FWAs) in Malaysia. As Malaysia strives to align with the United Nations Sustainable Development Goals (SDGs), particularly those focusing on economic growth, gender equality, and well-being. This paper critically analyses four main areas related to FWAs in Malaysia. First, it discusses the rationale of FWAs in supporting the three main SDG goals, which are to improve good health and well-being, gender equality, decent work and economic growth. Second, the paper reviews the contemporary FWA policy in Malaysia. Thirdly, the paper discusses the development of FWA’s Regulations in Malaysia. Based on these three main critical reviews, we argue that a greater emphasis should be placed on advancing Workforce Sustainability by reforming FWAs policies in achieving National SDGs. We developed an analytical FWAs policy framework that can be used in negotiation or decision-making to lead the development of a more thorough set of policies for managing FWAs. These reforms are crucial for developing a stronger and coherent labour market that can support national and global development goals.
As remote work gained popularity in the wake of the pandemic and is expected to continue to be a significant part of future workplaces, the issues of lower well-being and organizational commitment in employees have come to the forefront. Despite its benefits, these challenges hinder the long-term adoption of remote work. Research has yet to explore strategies for maintaining well-being and commitment in remote settings through dual aspects of well-being. In this study, following a conceptual approach, we integrate two distinct and complementary approaches to well-being, Hedonic and Eudaimonic, in the remote work context, using the overarching framework of the conservation of resources theory. It contributes to the literature by addressing dual aspects of well-being in remote work and expands understanding of employee engagement and workplace spirituality in remote work contexts. The study offers practical insights for organizations and employees to sustain well-being and commitment in remote work environments.
While it is well‐known that employees with disabilities have significantly more negative work experiences compared to other employees, research geared towards understanding how employers could improve some of these experiences is still underdeveloped. To advance this research agenda, this study investigates links between five distinct types of discretionary arrangements (work discretion, scheduling discretion, part‐timing, homeworking and pay for individual performance), and outcomes related to work experiences and the wellbeing of employees with disabilities (job satisfaction, perception of fairness, recognition, motivation, engagement, work stress and work‐life interference). To explore these links, we use data from the European Working Conditions Survey (2015). We find that not all work arrangements that increase discretion at the workplace have a positive impact on employees with disabilities and that some can be especially detrimental. By unpacking the multiple ways in which various types of discretion at the workplace affect employees with disabilities, this study not only makes a theoretical contribution but also provides employers who aim to improve the working experiences of employees with disabilities with some empirical evidence to help them take more inclusive actions.
Objectives: The study aims to explore the significance of Human Resources Sustainability (HRS) and the advantages of transitioning to a Sustainable Workforce (SWF) system. It highlights the growing importance of integrating sustainability into HR practices as a key component of business strategies to improve employee engagement, environmental conservation, cost efficiency, and competitive advantage. Methods: The research focuses on identifying the critical components of HRS development and the optimal strategies for transitioning to an SWF. It evaluates the interplay between natural resources, financial assets, and human capital to determine the most effective practices for sustainable HR management. Results: The findings underscore the vital role of HRS in helping businesses maintain a competitive edge in dynamic markets. It emphasizes the value of achieving a triple bottom line, which includes financial performance, ecological stewardship, and social responsibility, as a cornerstone of sustainable business success. Conclusion: Prioritizing sustainability in HR practices is essential for modern organizations. By adopting HRS strategies and transitioning to an SWF system, companies can not only enhance employee engagement and environmental conservation but also achieve cost efficiency and long-term competitiveness, aligning with the triple bottom line approach.
Workers bear a heavy share of the burden of how countries contend with COVID-19; they face numerous serious threats to their occupational health ranging from those associated with direct exposure to the virus to those reflecting the conflicts between work and family demands. Ten experts were invited to comment on occupational health issues unique to their areas of expertise. The topics include work-family issues, occupational health issues faced by emergency medical personnel, the transition to telework, discrimination against Asian-Americans, work stressors, presenteeism, the need for supportive supervision, safety concerns, economic stressors, and reminders of death at work. Their comments describe the nature of the occupational health concerns created by COVID-19 and discuss both unanswered research questions and recommendations to help organizations reduce the impacts of COVID-19 on workers.
Objectives
Evidence shows that work-time control (WTC) affects health but underlying mechanisms are still unclear. Work–life interference (WLI) might be a step on the causal pathway. The present study examined whether WLI mediates effects on mental and physical health and contrasted these to other causal pathways.
Methods
Four biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, N=26 804) were used. Cross-lagged analyses were conducted to estimate if WLI mediated effects from WTC (differentiating between control over daily hours and time off) to subsequent depressive and musculoskeletal symptoms. Other causal directions (reversed mediation, direct and reversed direct effects) and robustness of mediation (by including covariates) were examined.
Results
WLI partially mediated the relationship of WTC (control over daily hours/time off) with both health outcomes. Indirect effect estimates were small for depressive symptoms (-0.053 for control over time off and -0.018 for control over daily hours) and very small for musculoskeletal symptoms (-0.007 and -0.003, respectively). While other causal directions were generally weaker than causal mediational pathways, they played a larger role for musculoskeletal compared to depressive symptoms. Estimates relating to control over time off were in general larger than for control over daily hours.
Conclusions
Our results suggest that WLI mediates part of the effect from WTC to mental/musculoskeletal symptoms, but small estimates suggest that (i) WTC plays a small but consistent role in effects on health and (ii) particularly regarding musculoskeletal disorders, other causal directions and mediators need to be further examined.
We study how work a schedule flexibility (flextime) affects happiness. We use a US General Social Survey (GSS) pooled dataset containing the Quality of Worklife and Work Orientations modules for 1998, 2002, 2006, 2010, and 2014. We retain only respondents who are either full-time or part-time employees on payrolls. For flextime to be associated with greater happiness, it has to be more than just sometimes flexible or slight input into one’s work schedule, that is, little flextime does not increase happiness. But substantial flextime has a large effect on happiness–the size effect is about as large as that of household income, or about as large as a one-step increase in self-reported health, such as up from good to excellent health. Our findings provide support for both public and organizational policies that would promote greater work schedule flexibility or control for employees. © 2017 Springer Science+Business Media Dordrecht and The International Society for Quality-of-Life Studies (ISQOLS)
Research and theory support the notion that flexible work arrangements (i.e., job resources in the form of formal policies that allow employees the latitude to manage when, where, and how they work) can have a positive influence on various outcomes that are valued both by organizations and their constituents. In the present study, we integrate propositions from various theoretical perspectives to investigate how flexible work arrangements influence work engagement. Then, in 2 studies we test this association and model the influence of different conceptualizations of health and age as joint moderators of this relationship. Study 1 focuses on functional health and chronological age in an age-diverse sample, whereas study 2 focuses on health symptom severity and subjective age in a sample of older workers. In both studies, we demonstrate that the influence of flexible work arrangements on work engagement is contingent upon age and health. (PsycINFO Database Record
Background:
Shiftwork is a major job demand for nurses and has been related to various negative consequences. Research suggests that personal and job resources moderate the impact of work schedules on stress, health and well-being.
Objectives:
This longitudinal study examined whether the interactions of personal and job resources with work schedule demands predicted work engagement and emotional exhaustion in nursing.
Design:
This longitudinal study included two waves of data collection with a one year follow-up using self-report questionnaires among 247 nurses working shifts or irregular working hours in residential care for the elderly in the Netherlands.
Methods:
Moderated structural equation modelling was conducted to examine the interactions between personal and job resources and work schedule demands. Two work schedule demands were assessed: type of work schedule (demanding vs. less demanding) and average weekly working hours. Two personal resources, active coping and healthy lifestyle, and two job resources, work schedule control and the work schedule fit with nurses' private life, were assessed.
Results:
Results showed that the work schedule fit with nurses' private life buffered the relationship between work schedule demands and emotional exhaustion one year later. Furthermore, the work schedule fit with nurses' private life increased work engagement one year later when work schedule demands were high. Work schedule control strengthened the positive relationship between work schedule demands and emotional exhaustion one year later. The personal resources, active coping and healthy lifestyle were no moderators in this model.
Conclusion:
Nurses suffer less from decreasing work engagement and emotional exhaustion due to work schedule demands when their work schedules fit with their private lives. Work schedule control did not buffer, but strengthened the positive relationship between weekly working hours and emotional exhaustion one year later. Job resources appeared to be more important for nurses' well-being than personal resources. These findings highlight the importance of the fit of a work schedule with nurse's private life, if the work schedule is demanding.
Purpose
– Work-life balance (WLB) is an issue of focus for organisations and individuals because individuals benefit from having better health and wellbeing when they have WLB and this, in turn, impacts on organisational productivity and performance. The purpose of this paper is to explore relevant WLB factors contributing to employee health and wellbeing, and to understand the interactive effects of individual WLB strategies and organisational WLB policies/programmes on improving employee health and wellbeing.
Design/methodology/approach
– Using the data collected from 700 employees located in Queensland, Australia, multiple regression analysis was conducted to examine the variables related to individual WLB strategies and organisational WLB programmes. Several multiple regression models were used to evaluate interrelated relationships among these variables and their combined effects on employee health and wellbeing.
Findings
– The authors found that employees exercising their own WLB strategies showed better health conditions and wellbeing that those who do not; they were also more capable of achieving WLB. Both availability and usage of organisational WLB programmes were found to help employees reduce their stress levels, but interestingly to have no direct association with WLB and employee health. Several control variables such as age, working hours, education level and household incomes were found to have moderate effects on employee health and wellbeing.
Originality/value
– Employee health and wellbeing are determined by multiple factors. In distinguishing from prior research in this field, this study discovers an important interface between individual WLB strategies and organisational provision of WLB policies/programmes supplemented by several exogenous factors in addressing overall employee health and wellbeing. The results have implications for organisational delivery of WLB policies and other human resource management practices to support employees.
Regression methods were used to select and score 12 items from the Medical Outcomes Study 36-Item Short-Form Health Survey (SF-36) to reproduce the Physical Component Summary and Mental Component Summary scales in the general US population (n = 2,333). The resulting 12-item short-form (SF-12) achieved multiple R squares of 0.911 and 0.918 in predictions of the SF-36 Physical Component Summary and SF-36 Mental Component Summary scores, respectively. Scoring algorithms from the general population used to score 12-item versions of the two components (Physical Component Summary and Mental Component Summary) achieved R squares of 0.905 with the SF-36 Physical Component Summary and 0.938 with the SF-36 Mental Component Summary when cross-validated in the Medical Outcomes Study. Test-retest (2-week) correlations of 0.89 and 0.76 were observed for the 12-item Physical Component Summary and the 12-item Mental Component Summary, respectively, in the general US population (n = 232). Twenty cross-sectional and longitudinal tests of empirical validity previously published for the 36-item short-form scales and summary measures were replicated for the 12-item Physical Component Summary and the 12-item Mental Component Summary, including comparisons between patient groups known to differ or to change in terms of the presence and seriousness of physical and mental conditions, acute symptoms, age and aging, self-reported 1-year changes in health, and recovery from depression. In 14 validity tests involving physical criteria, relative validity estimates for the 12-item Physical Component Summary ranged from 0.43 to 0.93 (median = 0.67) in comparison with the best 36-item short-form scale. Relative validity estimates for the 12-item Mental Component Summary in 6 tests involving mental criteria ranged from 0.60 to 1.07 (median = 0.97) in relation to the best 36-item short-form scale. Average scores for the 2 summary measures, and those for most scales in the 8-scale profile based on the 12-item short-form, closely mirrored those for the 36-item short-form, although standard errors were nearly always larger for the 12-item short-form.
Systematic reviews should build on a protocol that describes the rationale, hypothesis, and planned methods of the review; few reviews report whether a protocol exists. Detailed, well-described protocols can facilitate the understanding and appraisal of the review methods, as well as the detection of modifications to methods and selective reporting in completed reviews. We describe the development of a reporting guideline, the Preferred Reporting Items for Systematic reviews and Meta-Analyses for Protocols 2015 (PRISMA-P 2015). PRISMA-P consists of a 17-item checklist intended to facilitate the preparation and reporting of a robust protocol for the systematic review. Funders and those commissioning reviews might consider mandating the use of the checklist to facilitate the submission of relevant protocol information in funding applications. Similarly, peer reviewers and editors can use the guidance to gauge the completeness and transparency of a systematic review protocol submitted for publication in a journal or other medium.
Perceived work ability refers to a worker’s assessment of his or her ability to continue working in his or her job, given characteristics of the job along with his or her resources. Perceived work ability is a critical variable to study in the United States, given an aging workforce, trends to delay retirement, and U.S. policy considerations to delay the age at which full Social Security retirement benefits may be obtained. Based on the job demands–resources model, cognitive appraisal theory of stress, and push/pull factors related to retirement, we proposed and tested a conceptual model of antecedents and outcomes of perceived work ability using 3 independent samples of U.S. working adults. Data regarding workers’ job characteristics were from self-report and Occupational Information Network measures. Results from relative importance analysis indicated that health and sense of control were consistently and most strongly related to work ability perceptions relative to other job demands and job and personal resources when perceived work ability was measured concurrently or 2 weeks later in samples with varying occupations. Job demands (along with health and sense of control) were most strongly related to work ability perceptions when perceived work ability was measured in a manufacturing worker sample 1.6 years later. Perceived work ability also predicted lagged labor force outcomes (absence, retirement, and disability leave) while controlling for other known predictors of each. Consistent indirect effects were observed from health status and sense of control to all 3 of these outcomes via perceived work ability.
Flexible work schedules such as flextime, telework, or compressed work weeks, are examples of increasing variation in the timing and duration of work hours, and the location of work. While standard work schedules have traditionally been the norm in organizations; growing numbers of employers are experimenting with a wide range of flexible work schedules at the same time as they are transforming employment systems and work processes across time zones and cultures. The increasing proliferation of flexible and more varied work schedules for organizational members is not only a U.S., but a global employment phenomenon (Jacobs, Gerson, & Gornick, 2004).
Purpose - Hispanics represent a growing segment of the US population and workforce, yet there is a lack of empirical research on Hispanics in relation to work-family conflict and synergy. Drawing on work-family and Job Demands-Resources theories, we model predictors (autonomy, schedule flexibility, social support, work hours) and outcomes (health and satisfaction) of work-family variables among Hispanics and non-Hispanic Whites.
Design/methodology/approach - This quantitative study examined responses from respondents (N=2988) of the 2008 National Study of the Changing Workforce using descriptive statistics, t-tests, ANOVAs, and structural equation models (SEM). We focused primarily on Hispanics and also examined gender differences for Hispanics and Non-Hispanic Whites.
Findings - Hispanic women reported the highest work-family conflict (WIF and FIW) and synergy (WFS) levels. Job resources are related to WIF for Hispanic women but not Hispanic men. Autonomy was the best predictor of WFS for all groups. Coping mediated the depression-life satisfaction relationship. WIF and WFS were each significantly related to job satisfaction. Job satisfaction and life satisfaction were significantly related for all groups except Hispanic women. Job satisfaction-turnover paths were significant.
Research limitations/implications - Although based on a high-quality national probability sample, all information was gathered from one extensive interview. There is also a need to examine subgroups of Hispanics beyond the scope of this dataset.
Practical implications - Results suggest similarities as well as differences in work-family variables for Hispanics and non-Hispanic Whites. Corporate work-family policies and initiatives may need to be altered in light of ethnicity and gender issues as the workforce becomes more diverse.
Originality/value - This study examined work-family conflict and synergy among Hispanics. The predominance of research on non-Hispanic Whites needed to be extended to different racial/ethnic groups who may experience WIF, FIW, and WFS differently.
Background
The transition to parenthood is consistently associated with declines in physical activity. In particular, working parents are at risk for inactivity, but research exploring physical activity barriers and facilitators in this population has been scarce. The purpose of this study was to qualitatively examine perceptions of physical activity among working parents.
Methods
Working mothers (n = 13) and fathers (n = 12) were recruited to participate in one of four focus group sessions and discuss physical activity barriers and facilitators. Data were analyzed using immersion/crystallization in NVivo 10.
Results
Major themes for barriers included family responsibilities, guilt, lack of support, scheduling constraints, and work. Major themes for facilitators included being active with children or during children’s activities, being a role model for children, making time/prioritizing, benefits to health and family, and having support available. Several gender differences emerged within each theme, but overall both mothers and fathers reported their priorities had shifted to focus on family after becoming parents, and those who were fitting in physical activity had developed strategies that allowed them to balance their household and occupational responsibilities.
Conclusions
The results of this study suggest working mothers and fathers report similar physical activity barriers and facilitators and would benefit from interventions that teach strategies for overcoming barriers and prioritizing physical activity amidst the demands of parenthood. Future interventions might consider targeting mothers and fathers in tandem to create an optimally supportive environment in the home.
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspectives. Drawing on surveys and interviews with 90 dyads of supervisors and subordinates, some of whom were telecommuters and some of whom were not, we examine effective managerial approaches regarding telecommuting implementation. First, supervisors should stay in close contact with telecommuters, but this contact should emphasize sharing information rather than close monitoring of work schedules. Telecommuters supervised with an information-sharing approach were more likely to report lower work—family conflict, increased performance, and were more likely to help co-workers. Second, supervisors should encourage telecommuting employees to separate work and family boundaries, which is related to lower work—family conflict. However, supervisors face a paradox as a separation approach can negatively affect workgroup relations: telecommuters who are encouraged to create boundaries between work and family were less likely to extend themselves in crunch times or after hours to help their colleagues. Non-telecommuters' workload and work—family conflict may increase as a result.
The problem and the solution:
Many employees face work-life conflicts and time deficits that negatively affect their health, well-being, effectiveness on the job, and organizational commitment. Many organizations have adopted flexible work arrangements but not all of them increase schedule control, that is, employees' control over when, where, and how much they work. This article describes some limitations of flexible work policies, proposes a conceptual model of how schedule control impacts work-life conflicts, and describes specific ways to increase employees' schedule control, including best practices for implementing common flexible work policies and Best Buy's innovative approach to creating a culture of schedule control.
Workplace flexibility has been a topic of considerable interest to re- searchers, practitioners, and public policy advocates as a tool to help individuals manage work and family roles. In this study, meta-analysis is used to clarify what is known about the relationship between flexi- ble work arrangements and work–family conflict by deconstructing the flexibility construct. We found that the direction of work–family con- flict (work interference with family vs. family interference with work) and the specific form of flexibility (flextime vs. flexplace; use vs. avail- ability) make a difference in the effects found. Overall, the significant effects were small in magnitude.
Drawing on two waves of survey data conducted six months apart in 2006, this study examined the impacts of a team-level flexibility initiative (ROWE - Results Only Work Environment) on changes in the work-home spillover and health behavior of employees at the Midwest headquarters of a large US corporation. Using cluster analysis, we identified three distinct baseline spillover constellations: employees with high negative spillover, high positive spillover, and low overall spillover. Within-team spillover measures were highly intercorrelated, suggesting that work teams as well as individuals have identifiable patterns of spillover. Multilevel analyses showed ROWE reduced individual- and team-level negative work-home spillover but not positive work-home spillover or spillover from home-to-work. ROWE also promoted employees' health behaviors: increasing the odds of quitting smoking, decreasing smoking frequency, and promoting perceptions of adequate time for healthy meals. Trends suggest that ROWE also decreased the odds of excessive drinking and improved sleep adequacy and exercise frequency. Some health behavior effects were mediated via reduced individual-level negative work-home spillover (exercise frequency, adequate time for sleep) and reduced team-level negative work-home spillover (smoking frequency, exercise frequency, and adequate time for sleep). While we found no moderating effects of gender, ROWE especially improved the exercise frequency of singles and reduced the smoking frequency of employees with low overall spillover at baseline.
Building on Karasek and Theorell (R. Karasek & T. Theorell, 1990, Healthy work: Stress, productivity, and the reconstruction of working life, New York, NY: Basic Books), we theorized and tested the relationship between time strain (work-time demands and control) and seven self-reported health outcomes. We drew on survey data from 550 employees fielded before and 6 months after the implementation of an organizational intervention, the Results Only Work Environment (ROWE) in a white-collar organization. Cross-sectional (Wave 1) models showed psychological time demands and time control measures were related to health outcomes in expected directions. The ROWE intervention did not predict changes in psychological time demands by Wave 2, but did predict increased time control (a sense of time adequacy and schedule control). Statistical models revealed increases in psychological time demands and time adequacy predicted changes in positive (energy, mastery, psychological well-being, self-assessed health) and negative (emotional exhaustion, somatic symptoms, psychological distress) outcomes in expected directions, net of job and home demands and covariates. This study demonstrates the value of including time strain in investigations of the health effects of job conditions. Results encourage longitudinal models of change in psychological time demands as well as time control, along with the development and testing of interventions aimed at reducing time strain in different populations of workers. (PsycINFO Database Record (c) 2013 APA, all rights reserved).
Meta-analysis is arguably the most important methodological innovation in the social and behavioral sciences in the last 25 years. Developed to offer researchers an informative account of which methods are most useful in integrating research findings across studies, this book will enable the reader to apply, as well as understand, meta-analytic methods. Rather than taking an encyclopedic approach, the authors have focused on carefully developing those techniques that are most applicable to social science research, and have given a general conceptual description of more complex and rarely-used techniques. Fully revised and updated, Methods of Meta-Analysis, Second Edition is the most comprehensive text on meta-analysis available today. New to the Second Edition: * An evaluation of fixed versus random effects models for meta-analysis* New methods for correcting for indirect range restriction in meta-analysis* New developments in corrections for measurement error* A discussion of a new Windows-based program package for applying the meta-analysis methods presented in the book* A presentation of the theories of data underlying different approaches to meta-analysis
Research findings from several countries suggest that academic work has become comparatively stressful, with potentially serious consequences for the workforce and the quality of higher education. This article reports the findings of a study that examined work demands, work-life balance and wellbeing in UK academic staff. Job demands and levels of psychological distress were high and working during evenings and weekends was commonplace. Most academics surveyed, however, were at least moderately satisfied with their jobs. Work-life balance was generally poor and most respondents wished for more separation between their work and home lives. Academics who reported more work-life conflict and perceived a greater discrepancy between their present and ideal levels of work-life integration tended to be less healthy, less satisfied with their jobs, and more likely to have seriously considered leaving academia. On the whole, academics that perceived more control over their work, more schedule flexibility and more support from their institutions had a better work-life balance. These factors, however, failed to moderate the relationship between work demands and perceptions of conflict between work and home.
The authors examined the direct and indirect effects of organizational policies and practices that are supportive of family responsibilities on work–family conflict and psychological, physical, and behavioral measures of strain. Survey data were gathered at 45 acute-care facilities from 398 health professionals who had children aged 16 years or younger at home. Supportive practices, especially flexible scheduling and supportive supervisors, had direct positive effects on employee perceptions of control over work and family matters. Control perceptions, in turn, were associated with lower levels of work–family conflict, job dissatisfaction, depression, somatic complaints, and blood cholesterol. These results suggest that organizations can take steps that can increase employees' control over family responsibilities and that this control might help employees better manage conflicting demands of work and family life. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This article re-conceptualises the framework surrounding work–life balance. Though previous research has focused primarily on the ways in which work life and non-work life influence each other (mostly negatively), we present an alternative perspective that focuses on personal pursuits and the management of personal resources. We introduce a personal resource allocation (PRA) framework that treats all life demands—whether preferred or required—as forcing individuals to make choices about where, when, and how they expend their personal resources across the life domain. Building on self-regulatory theories, such as control theory, self-determination theory, and conservation of resources theory, we suggest ways in which effective personal resource allocation not only decreases negative outcomes (which has been the emphasis in work–life balance research), but also how effective personal resource allocation can actually contribute to positive outcomes. We conclude by providing some practical implications for individuals and organisations based on the PRA framework and suggest future research opportunities.
The associations of individual coping efforts, social support from four sources, and flexibility of job schedules with the well-being of working parents were examined. Full-time employees with children were sampled from eight firms and state agencies that varied in the flexibility they allowed in scheduling job hours. The 644 respondents, who completed a self administered questionnaire at their work sites, included 208 married fathers, 287 married mothers, and 149 single mothers. Individual coping was the most powerful predictor of outcomes, with problem-focused coping associated with positive outcomes and emotion-focused coping associated with negative outcomes. The generally weaker effects of social support varried according to both the donor of support and the outcome domain. Perceived flexibility in scheduling was weakly related to outcomes, but formal flexitime programs were unrelated.
Despite the positive press given to flexible work arrangements (FWA), empirical research investigating the link between the availability of these policies and work–family conflict is largely equivocal. The purpose of the present study was to begin to reconcile these mixed results through more precise measurement and the examination of moderators. Using a sample of employed women, we found that FWA relate more highly to work interference with family (WIF) than to family interference with work (FIW) and that temporal flexibility (flextime) has a stronger relationship with WIF than does spatial flexibility (flexplace). Additionally, we found family responsibility significantly moderated these relationships, such that the relationship was stronger for those with greater family responsibility. Practical and theoretical implications are discussed.
Meta-analysis has become increasingly popular in management research to quantitatively integrate research findings across a large number of studies. In an effort to help shape future applications of meta-analysis in management, this study chronicles and evaluates the decisions that management researchers made in 69 meta-analytic studies published between 1980 and 2007 in 14 management journals. It performs four meta-analyses of relationships that have been studied with varying frequency in management research, to provide empirical evidence that meta-analytical decisions influence results. The implications of the findings are discussed with a focus on the changes that seem appropriate. [ABSTRACT FROM AUTHOR] Copyright of Journal of Management is the property of Sage Publications, Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
This article examines an unanticipated consequence of adopting flexible working practices - that of work intensification. Based on a study of professional workers and in line with other studies, we present evidence showing that flexible workers record higher levels of job satisfaction and organizational commitment than their nonflexible counterparts. However, we also report evidence of work intensification being experienced by both those who work reduced hours and those who work remotely. We identify three means by which this intensification occurs - imposed intensification, enabled intensification and intensification as an act of reciprocation or exchange. We argue that the apparent paradox of high job satisfaction and organizational commitment, alongside work intensification can be explained by employees trading flexibility for effort. Using social exchange theory we propose that employees respond to the ability to work flexibly by exerting additional effort, in order to return benefit to their employer
This chapter provides an overview of two issues. One is the approach to estimates of effect (known as artifact correction), which will be of interest to nearly anyone thinking about using meta‐analysis. The other is the methods that are commonly used to combine results in the field of psychometric meta‐analysis, which will be of interest primarily to researchers who use correlations as their effect size measure. The chapter discusses the processes involved in performing a random‐effects meta‐regression (method of moments), regressing criterion unreliability on effect size. There are issues that remain the subject of disagreements among users of psychometric meta‐analysis. These include the degree to which the assumptions needed to make the corrections are met in specific situations, the use of artifact distributions, the imputation of specific values for these distributions, and the use of the 75% rule to make decisions about the presence or absence of heterogeneity.
Objectives:
Study examines the curvilinear associations of working time dimensions (working hours, time pressure, work schedules, and control of work time and pace) on psychological and somatic symptoms.
Methods:
Representative Finnish Quality-of-Work-Life Surveys conducted in 2003, 2008 and 2013 were restricted to those (N = 11,165) regularly working over 10 h/week with more than one-year tenure in their job. Generalised additive models were utilised in analysis.
Results:
Working hours had U-shaped relationships with psychosomatic symptoms, while time pressure had a threshold effect. Work pace control had linear effect. The effects of work time control and work schedules were insignificant. There were interaction effects between working time dimensions.
Conclusions:
Organisations should acknowledge the dynamics of working time dimensions. Notably, time pressure has a hazardous relation to psychosomatic symptoms, but working pace control can buffer the negative effect.
Alternative work arrangements continue to increase in number and variety. We review the literature on alternative work arrangements published since the most recent major review of nonstandard work by Ashford et al. (2007). We look across the research findings to identify three dimensions of flexibility that undergird alternative work arrangements: (a) flexibility in the employment relationship, (b) flexibility in the scheduling of work, and (c) flexibility in where work is accomplished. We identify two images of the new world of work—one for high-skill workers who choose alternative work arrangements and the other for low-skill workers who struggle to make a living and are beholden to the needs of the organization. We close with future directions for research and practice for tending to the first image and moving away from the second image of the new world of work.
There has been an upsurge of interest in compressed workweek schedules because of the opportunities they provide for enhanced organizational efficiency and more balanced work and life roles for employees. This study tested a moderated mediation model of the effects of compressed work hours satisfaction on absenteeism with the purpose of exploring both the mediation effects of emotional exhaustion and physical health and the moderating effects of sex on this relationship. It utilized data drawn from a sample of 236 contact-centre service workers linked to absenteeism data collected for a period of 12 months following the survey. Results indicated that compressed work hours satisfaction was associated with lower absenteeism and that this relationship was mediated sequentially through emotional exhaustion and physical health. Although the indirect effect of compressed work hours satisfaction on absenteeism through emotional exhaustion and physical health was not significantly different between women and men, the relationship between compressed work hours satisfaction and physical health was positive for women but not for men. The implications of these findings are discussed.
Individuals working long hours and/or experiencing work-related stress, including work–family conflict, are less likely to engage in health-promoting behaviors. Grounded in a life course perspective and guided by the conceptualization of life course fit, this study examined appraisals of fit between work and family roles and engagement in health-promoting behaviors, specifically physical activity and family meals, using a sample of parents (n = 811). The sample was drawn from the 2008 National Study of the Changing Workforce, a nationally representative sample of workers in the United States. Results suggest that multiple dimensions of fit were associated with greater frequency of exercise and family meals. Furthermore, parenting demands and eldercare moderated these associations. A better understanding of the proximal processes related to engagement in health-promoting behaviors would be valuable in understanding how to secure the health and well-being of families for the future.
Using the 2008 National Study of the Changing Workforce, we study how two forms of flextime correlate with family stress, workplace stress, and sleep difficulties. The first flextime measure is the ability to easily take time off for personal and family matters, which correlates with a statistically and economically significant reduction in workplace stress. Subsequently, we find that this same flexibility is associated with 6–10 % reduction in the likelihood of self-reported sleep difficulties for the full sample, and as high as an 11–25 % reduction in a subgroup analysis concerning unmarried females with children. The second flextime measure is the option of a compressed workweek, which also correlates with a statistically reduction in workplace stress, though the estimate is considerably smaller than for the first flexibility; a subsequent analysis finds no statistically significant relationship between this flexibility and sleep difficulties. Our findings suggest that the more flexible flexibility (i.e., more short-notice schedule flexibility) appears to be associated with larger reductions in the probability of being stressed, enough, in fact, to carry through to noticeable improvements in concomitant sleep difficulties. Thus, the first form of flextime may function, based on this observational analysis, as a tangible non-medical way to meet worker flextime desires and firm aspirations for increased safety and less absenteeism, all while potentially offering a positive public health externality. The size and significance of the flextime results prevail through bias assessments and sensitivity analyses.
Scholars have identified an association between one's own work-family conflict and health. Yet the study of work-family intersections implicitly calls into question the roles played by multiple members in the family system. A contagion model is used to examine health behaviors and work-to-family conflict among dual-earner parents of young children—for whom role obligations are high and competing. Controlling for workplace characteristics, perceptions of both spouses' work-to-family conflict are considered. For mothers, their own work-to-family conflict was significantly and negatively associated with health behaviors until the perception of their spouse's work-to-family conflict was considered. For fathers, their own job pressure was negatively associated with health behaviors. Thus, it appears wives may be responding to what they perceive as the interference of husbands' work lives by reducing their own personal health behaviors, such as sleeping and taking time to relax, but fathers are not responding in kind.
Flexible work arrangements, or organizational practises that permit employees to adjust their work schedule or location to better manage demands outside of work, are a popular family-friendly benefit. There is relatively little research examining the health outcomes associated with flexibility and no published studies examining associations with health care utilization. We analyzed responses to self-administered Health Risk Appraisals (HRAs) completed by employees of a large multinational pharmaceutical company in the USA (N = 2976). The HRA included measures of perceived flexibility and self-appraised health. Health care utilization records from the year following completion of the HRA were merged with the self-reported data. Greater levels of flexibility were associated with better health: that is, with less self-reported stress and strain, and better physical health. Flexibility was not related to either acute visits to a health care provider or number of prescriptions. However, after controlling for self-reported health, those participants with greater flexibility had marginally more health care visits. The results suggest that, despite their other benefits, workplace flexibility programmes are unlikely to reduce organizational health care costs in the short term.
Using individual-level data from the 2008 National Study of the Changing Workforce, we quantify how workers' job satisfaction levels correlate with five schedule-based workplace flexibilities. The data permit us to control for numerous variables that might otherwise explain variation in the probability of job satisfaction, including, but not limited to, income, benefits, stress, depression, job control and individual preferences over flexibilities. Conditional on this control set, we find that workplace flexibilities correlate with an 8.1 per cent increase in job satisfaction. The relationship between job satisfaction and workplace flexibilities prevails through several sensitivity analyses, bias assessments and a propensity score matching analysis. We also explore how job satisfaction, union membership and workplace flexibilities intermix; we find that workplace flexibilities may function as a partial substitute for union membership.
Many organizations have implemented a variety of initiatives to address work-family conflict issues. This study investigates the impact of formal and informal work-family practices on both work-to-family and family-to-work conflict (WFC, FWC) and a broad set of job-related outcomes. We utilized structural equation modeling to analyze data from the 1997 National Study of the Changing Workforce (NSCW). Results showed that negative career consequences and lack of managerial support were significantly related to work-to-family conflict. These were significant predictors of conflict even when accounting for the effects of work schedule flexibility. Work-to-family conflict was linked to job dissatisfaction, turnover intentions and stress, while family-to-work conflict was linked to stress and absenteeism. There were no apparent differences between women and men in terms of the observed relationships.
Somatic symptoms are widespread in clinical practice. The association of somatic symptom severity with impaired health status holds both when symptoms are medically unexplained and when they are medically explained. The role of personality dimensions in the formation of somatic symptoms in patients with established, chronic diseases when compared to healthy participants had not been investigated prior to this study.
In samples of 411 healthy subjects and 810 participants with any of 9 established, chronic medical conditions, we measured psychological distress (SCL-90-R), personality traits (Zuckerman-Kuhlman Personality Questionnaire), defensive profiles (Defense Style Questionnaire), individual defenses (Life Style Index) and hostility features (Hostility and Direction of Hostility Questionnaire). Hierarchical multivariate models were used to assess the independent associations between personality dimensions and somatic symptom severity in both samples. The SCL-90-R somatization scale served as the outcome variable.
In both samples, older age, less education, higher neuroticism, adoption of the displacement defense and depressive symptoms were independently and positively associated with somatic symptom severity. Higher somatic symptom severity was also associated with more "introverted" features (i.e., the self-sacrificing defensive style and self-criticism) among participants with established, chronic medical conditions.
These data suggest that similar personality traits and defense mechanisms are associated with somatic symptom severity in health and disease, indicating that somatic symptoms are not simply consequences of having a medical condition. The specific associations of the self-sacrificing defensive profile and self-criticism with somatic symptom severity in the patient sample may have important clinical implications.
This paper presents an initial test and validation of a model of healthy work organization. A questionnaire based on the proposed model was completed by 1,130 employees of a national retailer. The instrument measured 29 first-order constructs underlying the six higher-order domains of the model. The overall model fit and relationships among the second-order factors were examined using AMOS structural equation-modelling procedures. The structural analyses presented here support the proposed model. An acceptable overall fit was demonstrated, and all second-order, and second- to first-order, relationships were significant. Employees' perceptions of their organization affect their perception of the climate, which impacts the way people relate to their job and see their future in the organization, ultimately impacting their work adjustment, health and well-being. This model has implications for both research and practice.
The relationship between health complaints and flexible work schedules was studied in a patient population selected by general practitioners. Four hundred and eighty patients between 20 and 60 years, currently employed or on sick leave, completed questionnaires which compiled data on their work situation, subjective physical health, psychological well-being, and quality of sleep. Subjective health measurements were performed by using the 21-item Subjective Health Questionnaire (VOEG). Psychological well-being was measured by applying a selection of the Sickness Impact Profile. Duration and quality of sleep were measured through a selection of the Groningen Sleep Scale. Patients working rotating shifts, compressed weeks, and irregularly changing hours showed significantly more health complaints, more problems related to their psychological performance, and more sleeping problems than a control group of workers with non-flexible work schedules. Patients working on temporary employment contracts reported significantly more problems with their psychological performance. Copyright © 1999 John Wiley & Sons, Ltd.
This study investigated the association between hours worked per week and satisfaction with work-family balance, using data from a 2007-2008 survey of employees nested within organizations. We tested hypotheses informed by the resource drain and resources-and-demands perspectives using quantile regression. We found that the negative association between hours worked per week and satisfaction with work-family balance was significantly stronger at the 25th percentile, as compared to at the 75th percentile, of satisfaction with work-family balance. Further, there was some evidence that perceived flexibility-fit (i.e., the fit between worker needs and flexible work options available) and supportive work-family culture attenuated the relationship between hours worked and satisfaction with work-family balance. The results suggest that analyses focusing on the average relationship between long work hours (such as those using ordinary least squares regression) and satisfaction with work-family balance may underestimate the importance of long work hours for workers with lower satisfaction levels.
Objective:
To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism.
Methods:
Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States.
Results:
Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism.
Conclusion:
Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.
Data from the US National Study of the Changing Workforce (a nationally representative sample of working adults) were used to test the hypothesis that employees with time-flexible work policies reported less stress, higher levels of commitment to their employer, and reduced costs to the organization because of fewer absences, fewer days late, and fewer missed deadlines. The model provides persuasive findings for the hypothesized relationship and offers important suggestions to employers who can translate reduced illness into savings and increased commitment into better employees. Contrary to expectations, there were no gender differences in how employees responded to flexible work policies, showing that gender-neutral work policies make financial sense. By showing that time-flexible work policies provide employer benefits, we can hasten the change to a new worker modelone that is family and employer friendly. The business case for family-friendly work policies may prove to be the best tool we have in changing how we live and work. Copyright © 2005 John Wiley & Sons, Ltd.
This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies.
Objectives The aim of the investigation was to describe situations with a significant influence on healthy diet and exercise habits among nurses working night shift.
Methods A qualitative descriptive design with a Critical Incident Technique approach was used. Situations were collected by means of interviews with 27 registered/enrolled community nurses.
Results A total of 143 situations were identified comprising two main areas: coping ability at work and coping ability during leisure hours. Coping ability at work included 81 critical incidents grouped into two categories: the nurses’ diet and exercise habits were influenced by social interaction with colleagues at work and by the disruption to their circadian rhythm. Coping ability during leisure hours included 62 critical incidents grouped into two categories: the diet and exercise habits were influenced when the nurses recovered from the disruption to their circadian rhythm and when they took advantage of the freedom of action offered by night work.
Conclusions By identifying the factors that influence diet and exercise habits among nurses working night shift, strategies can be developed in order to strengthen the factors with a positive influence.
This study provides and meta-analytically examines an organizing framework and theoretical model of work–family conflict. Results, based on 1080 correlations from 178 samples, indicate that work role stressors (job stressors, role conflict, role ambiguity, role overload, time demands), work role involvement (job involvement, work interest/centrality), work social support (organizational support, supervisor support, coworker support), work characteristics (task variety, job autonomy, family friendly organization), and personality (internal locus of control, negative affect/neuroticism) are antecedents of work-to-family conflict (WFC); while family role stressors (family stressors, role conflict, role ambiguity, role overload, time demands, parental demands, number of children/dependents), family social support (family support, spousal support), family characteristics (family climate), and personality (internal locus of control, negative affect/neuroticism) are antecedents of family-to-work conflict (FWC). In addition to hypothesized results, a revised model based on study findings indicates that work role stressors (job stressors, role conflict, role ambiguity, role overload) and work social support (organizational support, supervisor support, coworker support) are predictors of FWC; while family role stressors (family stressors, role conflict, role ambiguity, role overload), family involvement (family interest/centrality), family social support (family support, spousal support), and family characteristics (family climate) are predictors of WFC. Copyright © 2010 John Wiley & Sons, Ltd.
This article uses a differential salience-comparable salience approach to examine the effects of work demands and resources on work-to-family conflict and facilitation. The analysis is based on data from 1,938 employed adults living with a family member who were interviewed for the 1997 National Study of the Changing Workforce. The results support the differential salience approach by indicating that time- and strain-based work demands show relatively strong positive relationships to work-to-family conflict, whereas enabling resources and psychological rewards show relatively strong positive relationships to work-to-family facilitation. The availability of time-based family support policies and work-family organizational support is negatively related to conflict and positively related to facilitation, thereby supporting the comparable salience approach.
This study among 514 security guards examines the relationship between perceptions of unfairness at work and absenteeism during a one-year follow-up. On the basis of previous theoretical work and fragmented empirical evidence, it was hypothesized that distributive unfairness causes absence behavior in a direct or indirect way (through health complaints). Procedural unfairness was hypothesized to cause absence behavior through affective commitment or through health complaints. Results of a series of structural equation modelling analyses offer support for the mediating role of health complaints in the relationship between (distributive and procedural) unfairness at work and absenteeism. Moreover, our findings demonstrate that perceived unfairness contributes to explaining T2-absenteeism over and above the impact of T1-absenteeism and traditional work-related stressors (i.e., work load and low job control). The theoretical and practical implications of these findings are discussed. Copyright © 2002 John Wiley & Sons, Ltd.