Search results

1 – 10 of over 82000
Book part
Publication date: 30 June 2016

P. Matthijs Bal and Paul G. W. Jansen

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility…

Abstract

As demographic changes impact the workplace, governments, organizations, and workers are looking for ways to sustain optimal working lives at higher ages. Workplace flexibility has been introduced as a potential way workers can have more satisfying working lives until their retirement ages. This chapter presents a critical review of the literature on workplace flexibility across the lifespan. It discusses how flexibility has been conceptualized across different disciplines, and postulates a definition that captures the joint roles of employer and employee in negotiating workplace flexibility that contributes to both employee and organization benefits. Moreover, it reviews how flexibility has been theorized and investigated in relation to older workers. The chapter ends with a future research agenda for advancing understanding of how workplace flexibility may enhance working experiences of older workers, and in particular focuses on the critical investigation of uses of flexibility in relation to older workers.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78635-263-7

Keywords

Article
Publication date: 20 February 2009

Deirdre Anderson and Clare Kelliher

The purpose of this article is to report findings from a major study into flexible working and to examine the link with employee engagement.

6861

Abstract

Purpose

The purpose of this article is to report findings from a major study into flexible working and to examine the link with employee engagement.

Design/methodology/approach

The study was conducted within seven case organizations using a mixed method of semi‐structured interviews and an electronic questionnaire.

Findings

The findings show that flexible working has an impact on employee engagement through a positive relationship with organizational commitment, job satisfaction and employee discretionary behavior.

Practical implications

Allowing employees a degree of choice over when, where and how much work they do has benefits for the organization. However, for these gains to be realized, support is needed for the implementation of a flexible working policy.

Originality/value

The study included both quantitative and qualitative data and examined the impact of flexible working from the point of view of managers and co‐workers of flexible workers, as well as those who worked flexibly themselves.

Details

Strategic HR Review, vol. 8 no. 2
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 10 May 2023

Xiaoni Ren and Hanlin Xu

This study aims to identify and analyse the gains and strains associated with flexible working practices (FWPs) introduced and adopted prior to and during the pandemic and…

Abstract

Purpose

This study aims to identify and analyse the gains and strains associated with flexible working practices (FWPs) introduced and adopted prior to and during the pandemic and consider how these experiences are likely to shape the future of workplace flexibility post-pandemic.

Design/methodology/approach

A case study research strategy was adopted to explore the FWPs implemented by a state-owned organisation in the Chinese publishing industry. A mixed data collection method was used. Quantitative data was collected from 50 valid questionnaires, which was followed by 7 qualitative interviews to gain rich insights into the availability and effectiveness of various FWPs and associated benefits and drawbacks.

Findings

While the results confirm positive effects FWPs have on employee engagement and retention and on business continuity and employee well-being during the pandemic, the empirical analysis highlights the performance-driven patterns in use and impacts of some FWPs, which caused concerns and dilemmas. Besides the increasing intense market competition, the changing face of state-owned enterprises and managerial attitudes have been found to have significant effects on the use of FWPs.

Originality/value

This paper has contributed to a better understanding of flexible working in an under-researched setting, reflected in changes before and during the pandemic, offering an insight into the commercialised nature of flexible working in the Chinese context. It has implications for organisations and HR practitioners as they envision future workplace flexibility.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

Keywords

Book part
Publication date: 10 November 2023

Olivia Kyriakidou, Joana Vassilopoulou and Dimitria Groutsis

The unanticipated disruption caused by the ongoing coronavirus pandemic led to the extensive use of flexible working arrangements. In such a boundaryless work environment, however…

Abstract

The unanticipated disruption caused by the ongoing coronavirus pandemic led to the extensive use of flexible working arrangements. In such a boundaryless work environment, however there are significant concerns, especially around inclusivity and discrimination. Given the increasing concerns surrounding hybrid and remote work settings, the authors investigated whether the extent of working in substantially flexible working arrangements relates to employees’ perceived ostracism and inequality, distinguishing between working from home, in a hybrid mode or from the office. In addition, the authors theorised that in flexible working arrangements, high-quality leader relationships, such as leader–member exchange (LMX) and servant leadership are likely to reduce perceptions of ostracism and inequality. Based on a survey of 161 professionals, who worked to varying degrees in flexible working arrangements, the authors found that employees who worked extensively in a hybrid mode were less likely to report experiences of ostracism and inequality in comparison to employees who worked mainly from home or in an office. Furthermore, a moderation analysis showed that the effects of LMX and servant leadership on perceptions of ostracism and inequality were much stronger for individuals who work in hybrid working arrangements than those who work at the office or from home. This research makes an important contribution to our understanding of how different degrees of flexible working arrangements affect employees by demonstrating the role of high-quality leader relationships in reducing perceptions of ostracism and inequality at different degrees of work flexibility.

Details

Contemporary Approaches in Equality, Diversity and Inclusion: Strategic and Technological Perspectives
Type: Book
ISBN: 978-1-80455-089-2

Keywords

Book part
Publication date: 16 December 2016

Florian Moll and Jan de Leede

New ways of working (NWW) change some fundamental processes in the workplace. NWW practices like teleworking, flexible workspaces, and flexible working hours lead to different…

Abstract

New ways of working (NWW) change some fundamental processes in the workplace. NWW practices like teleworking, flexible workspaces, and flexible working hours lead to different behaviors of employees. But does the employment of NWW practices also have an impact on the innovation behavior of employees? This chapter explores this relationship and uses qualitative data from case studies to illustrate the complex linkages between three components of NWW and IWB.

Article
Publication date: 9 January 2007

Gill Maxwell, Laura Rankine, Sheena Bell and Anna MacVicar

The aim of this article is to investigate the incidence and impact of FWAs in smaller businesses in Scotland, as an integral part of a recent European Social Fund project. From…

14506

Abstract

Purpose

The aim of this article is to investigate the incidence and impact of FWAs in smaller businesses in Scotland, as an integral part of a recent European Social Fund project. From theoretical perspectives it discusses the influences on, and impacts of, flexible working arrangements. The focus is then placed on the smaller business sector as regards its distinctive features and flexible working arrangements.

Design/methodology/approach

The papers presents the findings from empirical work comprising a large‐scale survey of, and series of interviews with, owner‐managers of smaller businesses in Scotland.

Findings

Part‐time work, time off in lieu, staggered working hours and shift swapping are the main types of flexible work in smaller businesses. In many incidences flexible working arrangements are requested by employees, operated informally, and centred on the business needs. There is significant scope for greater uptake of flexible working arrangements in smaller businesses, especially in services sector businesses. Positive impacts of flexible work arrangements in recruitment and retention, enhanced employee relations, commitment and loyalty are found, together with disadvantages of operational problems and administrative burdens. It is proposed that the gap between the potential for, and current practice in, flexible working arrangements may be narrowed by targeting information and guidance on such arrangements specifically to the owner‐managers of smaller businesses.

Originality/value

The literature on flexible working mainly concentrates on large organisations. With the growing economic importance and distinguishing features of the smaller business sector in the UK, there is a need to focus as much on this sector as large organisations.

Details

Employee Relations, vol. 29 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 4 January 2011

Carol Atkinson and Laura Hall

This paper aims to explore the influence of flexible working on employee happiness and attitude, and the role of this within a high performance work system (HPWS).

19446

Abstract

Purpose

This paper aims to explore the influence of flexible working on employee happiness and attitude, and the role of this within a high performance work system (HPWS).

Design/methodology/approach

A case study of flexible working within an NHS Acute Trust is presented. A qualitative study is undertaken based on 43 employee interviews across a range of directorates within the Trust.

Findings

Employees perceive that flexible working makes them “happy” and that there are attitudinal/behavioural links between this happiness, discretionary behaviour and a number of performance outcomes.

Research limitations/implications

This paper presents a single case study with a relatively small sample which uses an inductive approach based on emergent data; it explores one element of a HPWS rather than an entire employment system. Respondents were volunteers, which raises the possibility of sample bias.

Practical implications

There may be a need for organisations to focus more on employee happiness to encourage performance. HR practitioners could reflect on the impact of HR practices on happiness and which features of a job role are likely to promote happiness.

Originality/value

This paper contributes a much‐needed employee perspective on the effect of HR practices, specifically that of flexible working, and explores the neglected employee attitude of happiness.

Details

Employee Relations, vol. 33 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 July 2006

Laura Hall and Carol Atkinson

The purpose of this paper is to investigate employee perceptions of the flexibility they utilize or have available to them in an NHS Trust and relate these perceptions to the…

12742

Abstract

Purpose

The purpose of this paper is to investigate employee perceptions of the flexibility they utilize or have available to them in an NHS Trust and relate these perceptions to the concept of control.

Design/methodology/approach

The paper adopts a constructivist approach and uses semi‐structured interviews, allowing employees, in their own way, to explain what flexibility policies, and practice mean to them. The paper conducted 43 interviews and one focus group across five directorates, to include a range of staff levels and job types.

Findings

The findings in this paper show that informal rather than formal flexibility was more widely used and valued; and that, although staff needed to be proactive to access formal flexibility, some staff did not see formal flexibility as relevant to themselves; and informal flexibility generated an increased sense of employee responsibility. Uses the perspective of employee control over their working lives, in order to interpret the impact of flexible working.

Research limitations/implications

The paper shows that these findings may be context‐specific, and further investigation of informal flexible working is needed in different settings.

Practical implications

This paper shows that organizations need to communicate flexibility well, and train their managers' adequately but, critically, they need to understand what different forms of flexibility mean to employees, and how they are valued.

Originality/value

The paper shows the prevalence and value of informal flexible working, and its potential. Uses the concept of control to explain why different individuals value different forms of flexible working differentially.

Details

Employee Relations, vol. 28 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 25 February 2008

Terry O'Brien and Helen Hayden

The purpose of this paper is to provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in relation…

7840

Abstract

Purpose

The purpose of this paper is to provide an overview and analysis of current legislation and various schemes and practices that are available to employers and employees in relation to work life balance, family friendly work arrangements, leave entitlements and diverse modes of flexible work in Ireland. Focuses in particular on the Library and Information sector.

Design/methodology/approach

Introduces the concept of flexible working, followed by a review of relevant literature. Outlines what flexible work practices are, giving details of various types of flexible working, both statutory and non‐statutory (in Ireland). Then, discusses why flexible work practices have emerged and details background legislation and the issues that the introduction of flexible working raises. Draws conclusions about best practice in relation to the management of flexible work practices.

Findings

It is argued that commitment to work life balance is now firmly in the mainstream and is part of the political agenda in Ireland and the rest of the developed world. Flexibility in work practice is becoming an integral part of employment, particularly in public sector organisations, which are in effect, leading the way on this issue. Flexible work practices have many advantages for both employees and employers. They also create challenges, especially in terms of management. It is important to balance the requirements of the organisation with those of the employees. Key factors in the successful implementation of flexible working are training and communication.

Originality/value

The article provides a firm basis for further investigation and discussion.

Details

Library Management, vol. 29 no. 3
Type: Research Article
ISSN: 0143-5124

Keywords

Article
Publication date: 22 February 2008

Peter Thomson

Flexible working is a key contributor to business success but is often categorised by the human resource (HR) function as a “family friendly” benefit. If it is introduced…

10039

Abstract

Purpose

Flexible working is a key contributor to business success but is often categorised by the human resource (HR) function as a “family friendly” benefit. If it is introduced strategically it can make a major contribution to the bottom line and to the credibility of HR. this paper aims to look at flexible working and its business benefits.

Design/methodology/approach

This paper provides an overview of flexible working and its benefits, with the latter demonstrated through business and individual case studies, and puts forward a model for strategic implementation.

Findings

The East Riding of Yorkshire made substantial measurable improvements to the level of service through the introduction of flexible working and turned a department around from failure to award‐winning in a period of two years. Individuals at Vodafone are successfully finding a work/life balance using flexible working options.

Originality/value

A well‐managed project plan is required to ensure successful execution of a pilot and the implementation of new working practices across the organisation. The model for strategic implementation in this paper provides a best practice tool.

Details

Strategic HR Review, vol. 7 no. 2
Type: Research Article
ISSN: 1475-4398

Keywords

1 – 10 of over 82000