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Book part
Publication date: 26 August 2019

Denisa Luta, Deborah M. Powell and Jeffrey R. Spence

Our study examined whether work engagement follows a predictable pattern over the course of the work week and the role of personality traits in shaping this pattern.

Abstract

Purpose

Our study examined whether work engagement follows a predictable pattern over the course of the work week and the role of personality traits in shaping this pattern.

Design/Methodology/Approach

We examined these questions with 131 employees from Canada and the United States who provided daily ratings of work engagement over the course of 10 work days.

Findings

Multilevel modeling revealed that employee engagement followed an inverted U-shaped curvilinear pattern from Monday to Friday, peaking midweek. Neuroticism moderated the change pattern of engagement across the work week, such that individuals with higher levels of neuroticism experienced lower and less stable levels of work engagement throughout the work week compared with individuals with lower levels of neuroticism. However, extroversion and conscientiousness did not moderate the change pattern of employee engagement.

Research Limitations/Implications

These results provide insight into the entrainment of work to the work week and how this entrainment is further affected by the personality trait neuroticism.

Practical Implications

Understanding the weekly pattern of work engagement will help leaders’ time work assignments, interventions, and training sessions to keep the levels of employee engagement high.

Originality/Value

Our study revealed novel predictors of within-person engagement: weekly entrainment and neuroticism.

Details

Emotions and Leadership
Type: Book
ISBN: 978-1-83867-202-7

Keywords

Article
Publication date: 15 July 2022

Radwa Tawfik, Sahar Attia, Ingy Mohamed Elbarmelgy and Tamer Mohamed Abdelaziz

Women's travel pattern is different from those of men. Women who have both paid employment and unpaid care work have more complex travel patterns. However, land-use policies and…

Abstract

Purpose

Women's travel pattern is different from those of men. Women who have both paid employment and unpaid care work have more complex travel patterns. However, land-use policies and urban mobility strategies in the Egyptian context do not consider these differences. This paper analyzes and discusses the travel patterns of the Egyptian working women with children. It examines the difference between men's and women's travel behavior in different income levels. The paper aims at determining the main factors that affect working women's travel patterns within the care economy framework and suggesting recommendations for enhancing women's travel patterns in Greater Cairo Region (GCR).

Design/methodology/approach

The methodology relies on conducting a quantitative and qualitative analysis using questionnaires and interviews with working women and men from different social/economic levels in two different workplaces in GCR.

Findings

The results demonstrate that income level, workplace locations, schools locations, and schools typologies greatly affect working women's travel patterns in GCR.

Originality/value

The study findings will help urban planners and decision-makers to improve working women's mobility to make their daily trips shorter and more accessible to achieve equitable cities through understanding the conducted affecting factors and considering the suggested recommendations.

Details

Archnet-IJAR: International Journal of Architectural Research, vol. 17 no. 4
Type: Research Article
ISSN: 2631-6862

Keywords

Article
Publication date: 13 July 2007

Ann Bergman and Jean Gardiner

The purpose of this article is to explore the concept of availability, both empirically and theoretically, in the context of three Swedish organisations, and identifies the…

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Abstract

Purpose

The purpose of this article is to explore the concept of availability, both empirically and theoretically, in the context of three Swedish organisations, and identifies the structural influences on availability patterns for work and family.

Design/methodology/approach

The article is based on quantitative case studies using employer records and an employee questionnaire in three organisations. Multivariate descriptive statistics and multivariate logistic regression are used to illustrate and analyse patterns of availability for work and family.

Findings

The descriptive data demonstrate the influence of the organisational context and type of production process, as well as gender, on availability patterns. Patterns of work availability appeared to differ across the organisations to a greater extent than patterns of family availability, which were highly gendered. The logistic regression results indicated that: occupation was a significant influence on both temporal and spatial availability patterns across the organisations; gender was the most significant influence on time spent on household work and part‐time working for parents with young children; age of employees and age of employees' children were the most significant factors influencing the use of time off work for family.

Research limitations/implications

Analysis limited to case studies. More extensive quantitative research would be needed to make empirical generalisations. Qualitative research would be needed to establish whether and how employees are able to make use of different availability patterns to improve their work‐life balance.

Originality/value

The concept of availability is a new way of trying to capture and analyse tensions in people's everyday lives as they try to manage multiple demands.

Details

Employee Relations, vol. 29 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 March 1990

Eileen Drew

The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total…

Abstract

The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the underlying trend towards a reduction in working time: (a) the increase in the number of voluntary part‐time employees and (b) the decrease in average annual number of days worked per employee (Kok and de Neubourg, 1986). The authors noted that the growth rate of part‐time employment in many countries was greater than the corresponding rate of growth in full‐time employment.

Details

Equal Opportunities International, vol. 9 no. 3/4/5
Type: Research Article
ISSN: 0261-0159

Article
Publication date: 31 October 2008

Barry P. Haynes

This paper aims to establish if office occupiers, who adopt different work patterns, can be segmented based on differences of perceived productivity with regards to the physical…

4021

Abstract

Purpose

This paper aims to establish if office occupiers, who adopt different work patterns, can be segmented based on differences of perceived productivity with regards to the physical environment and the behavioural environment.

Design/methodology/approach

Components of office productivity were used in an office productivity model with categorical data enabling a unique opportunity to undertake an analysis of office occupiers by work process type.

Findings

The four distinct evaluative components used were comfort, office layout, interaction and distraction. The components were subsequently used for more detailed statistical analysis. This study establishes that statistical differences exist between the work styles under investigation.

Research limitations/implications

This research establishes that to truly appreciate office productivity there is a need to further understand the way that people work in offices and their specific requirements. The matching of office occupier need with space provision can only be achieved if the office occupier is involved in the creation of the office solution.

Originality/value

This study demonstrates that there is a need to consider how the office environment matches the work patterns of the office occupiers. This understanding of how the office works could be considered as establishing the office landscape or “officescape”.

Details

Journal of Corporate Real Estate, vol. 10 no. 4
Type: Research Article
ISSN: 1463-001X

Keywords

Article
Publication date: 5 May 2015

Sven Hauff and Stefan Kirchner

The purpose of this paper is to identify and characterize different work value patterns empirically. Furthermore, it is analyzed how these patterns are distributed in different…

Abstract

Purpose

The purpose of this paper is to identify and characterize different work value patterns empirically. Furthermore, it is analyzed how these patterns are distributed in different countries and how they change in the course of time.

Design/methodology/approach

Latent class analysis as an advanced clustering procedure was applied. The empirical analysis is based on data from the International Social Survey Program from three time periods (1989, 1997 and 2005), covering five countries (USA, Great Britain, West Germany, Norway and Hungary).

Findings

The analysis reveals four distinct work value patterns among employees: “moderate demanders”, “high demanders”, “post modern demanders” and “income and security demanders.” The affiliation to these patterns depends on gender, generational membership, education, occupation and nationality. The historical analysis reveals considerable variety in cross-national developments.

Practical implications

The work value patterns identified have implications for recruitment, employee motivation and international HRM strategies. Management needs to be aware of work value patterns in the workforce in order to avoid mismatches and their negative consequences. If mismatch is unavoidable, the paper highlights the need to proactively manage mismatches between work value patterns and workplace situation.

Originality/value

The authors argue that different work values are not independent of each other. Instead, they seem to have systematic interrelations and exist in specific patterns. Accordingly different segments within the labor force can be characterized by specific combinations of work values. This is highly relevant because it could help to customize HR instruments and incentives.

Details

International Journal of Manpower, vol. 36 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 11 July 2008

Barry P. Haynes

The purpose of this paper is to evaluate the impact office layout has on office occupiers' productivity.

12547

Abstract

Purpose

The purpose of this paper is to evaluate the impact office layout has on office occupiers' productivity.

Design/methodology/approach

The paper evaluates the literature that claims to make a linkage between the office layout and the effect on office occupiers' productivity. Two main themes are developed. First, the literature that links office layout to work patterns is evaluated, and second, the open‐plan office vs cellular office debate is developed.

Findings

The review of the literature reveals that the connection between the three major components of office layout, office occupiers' work patterns and productivity is not clearly established.

Originality/value

The paper establishes that there is a requirement to link together office layout to the work patterns of office occupiers. It is only when the connection is made between the office layout and the office occupiers' work patterns that productivity gains can be achieved. To support the different work patterns undertaken, the facilities manager can create office environments that consist of a balance between private space and communal shared space. The amount of balance will be very much dependent on the mix of the work patterns in the office.

Details

Journal of Facilities Management, vol. 6 no. 3
Type: Research Article
ISSN: 1472-5967

Keywords

Article
Publication date: 1 March 1981

W. McEwan Young

In the five years that have elapsed since Sloane reported on the changing patterns of working hours in Britain, the rate of change has increased and the pattern of change has…

Abstract

In the five years that have elapsed since Sloane reported on the changing patterns of working hours in Britain, the rate of change has increased and the pattern of change has become more complex. This paper sets out to update thinking about patterns of change, proposes a research model and poses a number of research issues. Since terminology can be confusing, we start with some definitions.

Details

Personnel Review, vol. 10 no. 3
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 7 April 2020

Virginia Rosales

While previous research acknowledges the influence of roles on routine dynamics, roles are largely taken for granted. The purpose of this paper aims at examining how roles and…

Abstract

Purpose

While previous research acknowledges the influence of roles on routine dynamics, roles are largely taken for granted. The purpose of this paper aims at examining how roles and routines interplay in accomplishing work in organizations.

Design/methodology/approach

A four-year ethnography of an emergency department (ED) at a university hospital was conducted through observations, interviews and documents.

Findings

Roles and routines are formed by scripted and unscripted patterns, which are brought into performances following a situational assessment. Performances trigger patterning processes prompting the co-construction of role and routine patterns.

Practical implications

This study highlights the importance of designing flexible structures. Managers can benefit from identifying unscripted patterns critical to work performance and making them part of scripted patterns. Managers should contemplate the influence that individuals, their relations and context have on how work is done.

Social implications

This study suggests that the existence of different patterns impacts the length of wait times in EDs, a societal issue worldwide because of the effects that waiting can have on the patient's health condition and the unnecessary costs it carries. This study can help design solutions to decrease wait times.

Originality/value

This paper contributes to research on routine dynamics by providing a more nuanced explanation of the sources of endogenous change and how these enable organizational stability and flexibility.

Details

Journal of Health Organization and Management, vol. 34 no. 4
Type: Research Article
ISSN: 1477-7266

Keywords

Book part
Publication date: 5 February 2016

Joseph C. Hermanowicz

What is associated with a rise in academic career expectations, and why have levels risen to such levels wherein prominent dissatisfaction is a sustainably generated outcome? This…

Abstract

What is associated with a rise in academic career expectations, and why have levels risen to such levels wherein prominent dissatisfaction is a sustainably generated outcome? This paper examines work satisfaction among faculty in U.S. research universities. At a micro level, I discuss the career patterns of work satisfaction as found in a set of universities, drawing on data from qualitative studies of academic careers. I present findings on four analytic dimensions: the overall modal career patterns of professors, their overall work satisfaction, their work attitudes, and whether they would again pursue an academic career. The data capture variation in careers over time and the type of university in which they work. A prominent and pervasive pattern is transparent: that of ill-content and ill-institutional regard. At a macro level, these patterns are suggestively situated in developments in the social-institutional environment of U.S. higher education. This environment consists of systemic trends in which neoliberalism enables academic capitalism to flourish with its attendant effects in privatization and marketization. It is argued that a shift in organizational priority brought about by these conditions entails a “valorization of shiny things” – a valuing of market-related phenomena over knowledge of its own accord. This valorization, ritually supported by practices endemic of changed organizational culture, may weaken the ground on which the traditional scholarly role is played and may make precarious a basis for positive work sentiment.

Details

The University Under Pressure
Type: Book
ISBN: 978-1-78560-831-5

Keywords

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