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"Flextime"
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The agility mindset : how reframing flexible working delivers competitive advantage
\"Shows how to unlock the massive efficiency savings and productivity gains by reframing the approach to flexible working by concentrating on workforce agility. We know that organizations don't need the same number of workers 9-5, five days a week 52 weeks a year. We know that not all of the best talent will work when and where we want. We know that command and control Taylorism stifles innovation and creativity. So why do we keep thinking of flexible working as a cost to the organization? A simple mindset shift is all that is required to grasp the opportunity that smart organizations are already exploiting. Stop thinking about 'flexible working' and start thinking about 'workforce agility'. By creating win-win working practices you can attract the best talent by offering the flexibility they crave and secure the agile, just-in-time workforce that can get the job done. The Agile Future Forum, a business-to-business initiative started by 22 founder members - mostly CEOS of big employers including BT, Lloyds Banking Group, Cisco, Tesco, KPMG, HM Treasury and Ford - have conducted case studies and a collated best practice from world class organisations which show that a more agile approach to flexible working not only delivers better performance but can also save between 3 and 13% of personnel costs. The Agility Mindset blends the insights of scores of CEOs, along with the frontline experience of practising managers to create this very practical guide. Based on rigorous research, but packed with practical diagnostics and frameworks, the book shows you how to create a fit for purpose workplace in a world where only the agile will flourish.\"--Publisher description.
Book
Precarious Work, Women, and the New Economy
Globalisation, the shift from manufacturing to services as a source of employment, and the spread of information-based systems and technologies have given birth to a new economy, which emphasises flexibility in the labour market and in employment relations. These changes have led to the erosion of the standard (industrial) employment relationship and an increase in precarious work - work which is poorly paid and insecure. Women perform a disproportionate amount of precarious work. This collection of original essays by leading scholars on labour law and women's work explores the relationship between precarious work and gender, and evaluates the extent to which the growth and spread of precarious work challenges traditional norms of labour law and conventional forms of legal regulation.The book provides a comparative perspective by furnishing case studies from Australia, Canada, the Netherlands, Quebec, Sweden, the UK, and the US, as well as the international and supranational context through essays that focus on the IMF, the ILO, and the EU. Common themes and concepts thread throughout the essays, which grapple with the legal and public policy challenges posed by women's precarious work.
eBook
Work-life policies
\"Sociological essays on policies that could help employees balance their workplace responsibilities with their other responsibilities. Policies examined encompass organizational policies, municipal policies, state policies, and federal policies. Workers studied include salaried professionals and low-wage part-time hourly workers\"--Provided by publisher.
Book
Growth mindsets increase flexible work arrangement attractiveness: a policy-capturing study
PurposeAlthough flexible work arrangements (FWAs) are widely regarded as a desirable employee benefit, questions remain about which factors drive (or attenuate) applicant attraction to them. The authors offer a novel theoretical account by advancing the concept of lay theories (i.e. mindsets) around an individual's ability to juggle work and life responsibilities, defined as beliefs that the ability to juggle is either malleable (i.e. growth) or cannot be changed (i.e. fixed), which suggests greater efficacy increases attraction.Design/methodology/approachUtilizing an experimental policy-capturing design, 86 participants each rated a series of 64 job offers (N = 5,376) with several manipulated job attributes. Participants were randomly assigned into a growth or fixed mindset condition.FindingsMultilevel regressions revealed that a growth (vs fixed) mindset caused participants to place greater weight on flexible work scheduling policies by reporting greater attraction to jobs with flexible arrangements.Practical implicationsOrganizations may increase applicant attraction by taking steps to ensure that the value of work–life benefits is salient, such as offering concrete examples of how policies have been used.Originality/valueThis study questions the assumption that those who need flexibility are more attracted to FWAs and demonstrates that beliefs around one's ability to juggle work–life demands are a unique mechanism shaping applicant attraction.
Journal Article
Work-life advantage : sustaining regional learning and innovation
\"This book analyses how employer-provision of 'family-friendly' working arrangements - designed to help workers better reconcile work, home and family - can also enhance firms' capacities for learning and innovation, in pursuit of long-term competitive advantage and socially inclusive growth\"-- Provided by publisher.
Book
Flexible Work, Constrained Mobility: Spatiotemporal Barriers to Teleworkers’ Daily Travel
Just as the spatial and temporal flexibility offered by telework and flextime can bring autonomy and a greater sense of control over an individual’s time–space behavior, it can also reveal hurdles that limit and modify this behavior. The objective of this research is to examine the time–space barriers that result from these work arrangements, as well as how these barriers may affect everyday mobility and its planning. The analysis draws on 13 semi‐structured interviews with Czech teleworkers who also use flexible work schedules. In doing so, this study complements the plethora of predominantly quantitative studies that deal with the impact of these work arrangements on mobility. Time barriers can be attributed to the tendency to align the flexible rhythm of teleworkers with that of colleagues or the predominantly fixed working patterns inherent in the Czech work environment. Conversely, space barriers emerge from the disadvantageous policies of certain establishments (e.g., cafés) and from the need to negotiate reasonable distances between home and potential secondary workplace. This ultimately prompts teleworkers to seek the most effective means of optimizing their time–space behavior—and while the time barriers presented mainly affect planning when, with whom, and whether their non‐work trips will take place at all, spatial barriers mainly affect the formation of work‐related travel and movement between home and alternative workplace.
Journal Article
Workplace flexibility, work–family interface, and psychological distress: differences by family caregiving obligations and gender
Drawing on data from the 2008 U.S. National Study of the Changing Workforce, this study (1) examines the associations between access to three types of flexible working arrangements—flextime, flexplace, and culture of flexibility—and psychological distress, (2) tests the mediating roles of work–family conflict and work–family enrichment, and (3) investigates whether these relationships differ by workers’ childcare or elder-care obligations as they intersect with gender. Results show that a flexible workplace culture, but not access to flextime or flexplace, is associated with lower psychological distress. Work–family conflict and work–family enrichment partially mediate the relationship between culture of flexibility and psychological distress. In addition, the negative effect of culture of flexibility on psychological distress is stronger among workers sandwiched between preschool childcare and elder-care compared with those with neither caregiving obligations, a pattern especially pronounced among women. We discuss these results and their implications for organizational practices and worker well-being.
Journal Article
How do proactive employees reduce work-family conflict? Examining the influence of flexible work arrangements
PurposeWe examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.Design/methodology/approachWe tested the model using survey data collected at two time points from 217 employees.FindingsProactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).Originality/valueWe expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.
Journal Article
The Shift Flextime Scale: a Measure of Flextime Availability, Use, and Consequences for Shift Workers
We develop and validate a flexible work arrangements scale designed for use with shift workers. Consistent with research on the benefits of flexibility and nature of shift work, the scale conceptualizes flextime as predictability and control over the timing of work. The scale includes four components relevant to the experience of flextime in shift work positions: flextime availability, flextime use, interpersonal consequences, and scheduling consequences. A multi-phase approach is used to develop, validate, and pilot scale items. The final scale is used to predict work attitudes (e.g., job satisfaction, turnover intentions), individual well-being (e.g., work-family conflict, tension, sleep), and parenting (e.g., family dinner, parent–child activity) correlates that are relevant for individual and family health and well-being. The results support the proposed four-factor structure. Patterns of relationships with similar and unrelated constructs emerged as expected, providing initial evidence of scale validity. Enabling control through the availability, use, and encouragement of flexible scheduling among shift workers is associated with a variety of individual and parenting outcomes essential for maintaining health for shift workers and their family members.
Journal Article
There is a time and a place for work: comparative evaluation of flexible work arrangements in Canada
PurposeUsing the Canadian General Social Survey of 2016, a large nationally representative dataset, the present paper compares different types of flexible work arrangements in their associations with employee wellbeing and organizational outcomes.Design/methodology/approachThe dataset contains 7,446 observations. Informed by the past scholarship, eight outcomes of job satisfaction, work-life balance satisfaction, organizational belonging, job motivation, perceived advancement prospects, perceived job security, workplace social capital, and turnover intentions are investigated.FindingsFirst, employees with both flextime and flexplace, and only flextime, have a significantly higher job and work-life balance satisfaction. Second, the possibility of working from home without any discretion over timing does not elicit positive wellbeing outcomes. Third, the results show that the combination of flexplace and flextime is synergistic. Fourth, rather unexpectedly, the positive associations of the FWAs with work-life balance satisfaction are stronger among men and women without dependent children. Finally, there are significant positive associations for the combination of flexplace and flextime, and flextime alone, with other outcomes, such as organizational belonging and job motivation, especially among men.Practical implicationsGiven the nonrandom assignment of the workers into the FWAs, the results only reflect ceteris paribus correlations.Originality/valueThis is the first Canadian study of flexible work arrangements, using a large nationally representative dataset.
Journal Article