Flexible Work Initiatives, Employee Workplace Well-Being, and Organizational Performance

2021 ◽  
pp. 1-23
Author(s):  
Melanie De Ruiter ◽  
Pascale Peters
Keyword(s):  
Organizational Performance ◽  
Well Being ◽  
Flexible Work

scholarly journals De vier stappen naar gebalanceerde arbeidsflexibiliteit: adviezen aan de HR-praktijk

2018 ◽  
Vol 21 (3) ◽  
pp. 18-37
Author(s):  
Sarike Verbiest ◽  
Linda Koopmans
Keyword(s):  
Organizational Performance ◽  
Well Being ◽  
Flexible Work ◽  
Work Relations ◽  
Research Article ◽  
Alternative Measures ◽  
Permanent Employees ◽  
Flexibility Measures ◽  
Permanent Work

De laatste decennia is de flexibilisering van de arbeidsmarkt toegenomen. Het aantal vaste contracten is afgenomen en de flexibele schil is gegroeid. Zo waren er in 2003 ruim 5,7 miljoen vaste arbeidsrelaties en ruim één miljoen flexibel werkenden in Nederland. In het eerste kwartaal van 2018 bedraagt het aantal vaste arbeidsrelaties 5,3 miljoen en nadert het aantal flexibele arbeidsrelaties de twee miljoen. Bovendien zijn er ruim één miljoen zelfstandigen zonder personeel. Daarmee is de flexibele schil nu bijna 40%. Het werken met flexibele contracten kan risico's met zich meebrengen voor het welzijn van de werkenden met een flexibel contract en voor de organisatieprestaties. Het is slechts één van de flexibiliteitsmaatregelen die organisaties kunnen hanteren. In dit artikel leest u over de alternatieven. Op welke wijzen kunnen werkgevers de benodigde flexibiliteit behalen en tegelijkertijd het welzijn van de medewerkers waarborgen? We bespreken concrete voorbeelden uit de praktijk en specifiek de rol die HR kan vervullen.In recent decades, the flexibilisation of the labour market has grown. The number of permanent contracts has decreased whereas flexible work relations have increased. For example, in 2003 there were 5,7 million permanent employees and more than 1 million flexible employees in The Netherlands. In the first quarter of 2018, the number of permanent work relations is 5,3 million and the number of flexible work relations is almost 2 million. In addition, there are more than 1 million self-employed entrepreneurs without personnel. As a result, the ‘flexible layer’ is almost 40%. Working on a flexible contract poses risks for the well-being of the flex workers, but also for organizational performance. It is only one of the flexibility measures an organisation can use. This applied research article aims to inform readers about alternative measures.1 How can organisations achieve the required flexibility while at the same time ensuring the well-being of the employees? Stories from practice are shared and the role of HR is discussed.

scholarly journals Neurohospitalist Practice and Well-Being During the COVID-19 Pandemic

2021 ◽  
pp. 194187442110166
Author(s):  
Tarini Goyal ◽  
John C. Probasco ◽  
Carl A. Gold ◽  
Joshua P. Klein ◽  
Natalie R. Weathered ◽  
...  
Keyword(s):  
Neurological Diseases ◽  
Family Care ◽  
Well Being ◽  
Flexible Work ◽  
Cerebrovascular Events ◽  
Academic Settings ◽  
Emergency Neurology ◽  
Flexible Work Practices ◽  
The Impact ◽  
American Academy Of Neurology

Background and Purpose: Neurohospitalists play an important role in, and have been variably affected by, the ongoing COVID-19 pandemic. In this study, we survey neurohospitalists to characterize practice changes and the impact of the pandemic on their well-being. Methods: A 22-item survey was distributed to neurohospitalists through the Neurohospitalist Society and the American Academy of Neurology Neurohospitalist, Stroke & Vascular Neurology, and Critical Care & Emergency Neurology Sections. Results: After 2 weeks of collection, 123 responses were received, with 57% of respondents practicing in academic settings, 23% in private practice, and 7% in community hospitals. A minority of neurohospitalists (8%) were redeployed to care for COVID-19 or non-COVID-19 medicine patients. The most common neurologic diagnoses they reported in COVID-19 patients were delirium (85%), cerebrovascular events (75%), and seizure (35%); however, most neurohospitalists (59%) had evaluated fewer than 10 patients with COVID-19. Respondents observed that fewer patients with unrelated neurological diseases were admitted to the hospital compared to before the pandemic. Neurohospitalists experienced changes in administrative (27%), educational (15%), and research duties (11%), and had overall worse well-being and work-life balance (77%). Conclusions: The most common neurologic diagnoses seen in COVID-19 patients by neurohospitalists in this sample are delirium, cerebrovascular disease, and seizure. Though the majority of survey respondents reported not being primary frontline providers, they report key clinical and operational roles during the pandemic, and report worse well-being as compared to before the pandemic. Our data suggests that there are opportunities to improve neurohospitalists’ experience through flexible work practices and providing family care support.

Flexible work hours, ageing and well-being

2005 ◽  
Vol 1280 ◽  
pp. 23-28 ◽  
Author(s):  
G. Costa ◽  
S. Sartori
Keyword(s):  
Well Being ◽  
Work Hours ◽  
Flexible Work

scholarly journals IMPACT OF GREEN SUPPLY CHAIN MANAGEMENT ON ORGANIZATIONAL PERFORMANCE

2020 ◽  
Vol 2 (1) ◽  
pp. 88-102
Author(s):  
KAZIM RIAZ ◽  
DR. MUHAMMAD ASIM ◽  
SALMAN MANZOOR
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Organizational Performance ◽  
Business Performance ◽  
Positive Impact ◽  
Well Being ◽  
Operational Efficiency ◽  
Green Supply Chain Management ◽  
Green Supply Chain ◽  
Chain Management

This study evaluated the relation of implementing the green supply chain management on the entire business performance. This research has been done on the organizations in the e-commerce industry based in Karachi, Pakistan. The research has found that there is a direct relationship between green supply chain management, which includes the variables, Cooperation with Suppliers, Green Purchasing, Green Logistics, And Cooperation with Customers and the organizational performance. The results showed that business performance grows if the green supply chain management enhances operational efficiency and operational efficiency. The study has found and that the implementation of the sustainable supply chain in the firm has a positive impact on the economic performance of the company and competitiveness, hence provide a competitive edge to the company. This study also provides a clear image of how important the green chain plays a part in the organizational performance and that is for the well-being of the employees.

Chasing productivity demands, worker well-being, and firm performance

2020 ◽  
Vol 49 (9) ◽  
pp. 1823-1843
Author(s):  
Mastura Ab Wahab ◽  
Ekrem Tatoglu
Keyword(s):  
Firm Performance ◽  
Well Being ◽  
Manufacturing Firms ◽  
Equation Modeling ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
The Impact ◽  
The Relationship

PurposeThis study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work arrangements and human resources support are used as moderators to mitigate the adverse impacts associated with chasing productivity demands.Design/methodology/approachData were collected from 213 workers from manufacturing firms through a survey questionnaire utilizing structural equation modeling.FindingsThe findings of the study show that flexible work arrangements play a significant role in moderating the relationship between chasing productivity demands and well-being, and between chasing productivity demands and firm performance. The study also shows that flexible work arrangements are important to buffer the adverse effects of chasing productivity demands on worker well-being. In addition, flexible work arrangements strengthen the positive effect of worker well-being on firm performance.Research limitations/implicationsThis study highlights the importance of flexible work arrangements in overcoming the negative impact of the relationship between chasing productivity demands and worker well-being and strengthening the positive impact of the relationship between worker well-being and firm performance.Originality/valueThis study has extended the variable of chasing productivity demands in the existing literature on the job demands–job control model, specifically in manufacturing firms.

scholarly journals An initial evaluation framework for the design and operational use of maritime STAMP-based safety management systems

2019 ◽  
Vol 18 (3) ◽  
pp. 451-476 ◽  
Author(s):  
Osiris A. Valdez Banda ◽  
Floris Goerlandt ◽  
Johanna Salokannel ◽  
Pieter H. A. J. M. van Gelder
Keyword(s):  
Organizational Performance ◽  
Safety Management ◽  
Well Being ◽  
Realist Evaluation ◽  
Evaluation Framework ◽  
Initial Evaluation ◽  
Natural Ecosystem ◽  
Organizational Safety ◽  
Organizational Policies

Abstract A safety management system (SMS) is the common means used by organizations to assess organizational performance with respect to the safety and well-being of people, property and the natural ecosystem. A SMS provides confidence to diverse stakeholders that organizational safety is at an appropriate level and fulfils the applicable regulatory standards. As a multifaceted system for organizational safety assessment, ensurance and assurance, the evaluation of the design and operational use of SMS is a complex process. An evaluation needs to provide evidence about how well the design and operation of an SMS complies with applicable standards and how well the methods used in the SMS implementation support the organizational policies and practical work. In the maritime domain, SMS is broadly applied. However, there are few theoretically rooted SMS design approaches, and there is a lack of frameworks to evaluate how well the SMS is designed and how effectively it operates. This paper proposes an initial evaluation framework for the design and operational use of a maritime SMS design approach based on Systems-Theoretic Accident Model and Processes (STAMP), realist evaluation and Bayesian Networks. This framework is applied for a case study of vessel traffic services (VTS) Finland to test its relevance and ability to guide the SMS design. The experiences gained in the case study, and the related discussion on the framework, can guide further research in this area. Ultimately, the work can be used as a basis for developing maritime SMS auditing processes, based on specific theoretical and methodological approaches.

scholarly journals Does Stewardship Theory Provide a Viable Alternative to Control-Fixated Performance Management?

2020 ◽  
Vol 10 (4) ◽  
pp. 86
Author(s):  
Jacob Torfing ◽  
Tina Øllgaard Bentzen
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Public Management ◽  
Management Practices ◽  
New Public Management ◽  
Well Being ◽  
Stewardship Theory ◽  
Public Employees ◽  
Public Service Organizations ◽  
Perceived Satisfaction

Stewardship theory provides an interesting alternative to agency theory, which in the recent New Public Management era supported the introduction of rigorous performance management systems based on generalized mistrust in and control of public employees. However, we lack empirical validation of the feasibility and positive outcomes of the new forms of trust-based management recommended by stewardship theory. As such, there are few examples of alternative ways of boosting the motivation of public employees that can serve as beacons for public service organizations (PSOs) eager to find new ways of motivating their staff to create public value for the users of public services and society as a whole. This article aims to remedy this problem by exploring a seemingly successful empirical case of trust-based management to see whether the core principles of stewardship theory apply and how new management practices may influence the motivation and well-being of the employees, the perceived satisfaction and involvement of the users, and overall organizational performance, including cost efficiency.

Artificial intelligence in personnel management: the development of APM model

2020 ◽  
Vol 33 (4) ◽  
pp. 377-388
Author(s):  
Kirk Chang
Keyword(s):  
Artificial Intelligence ◽  
Organizational Performance ◽  
Personnel Management ◽  
Narrative Analysis ◽  
Well Being ◽  
Content Type ◽  
Managerial Practices ◽  
Management Literature ◽  
Job Levels

Purpose Managers have mixed views of how artificial intelligence (AI) affects personnel management (PM). The purpose of this paper is to identify potential knowledge gap and bring new insights to the AI-personnel-management literature. Design/methodology/approach Both applicability and theoretical perspectives are adopted to critically discuss the constraint and opportunity of AI in PM. Tables and narrative analysis are used to clarify the role of AI in managerial practices. Findings Research findings have helped to develop a new model titled AI in Personnel Management (APM). The APM model unfolds itself in three levels, followed by potential outcome. The three levels comprise “organizational, managerial and individual job levels,” and the outcome comprises “organizational performance, employees’ well-being and staff turnover rate”. Research limitations/implications The APM model helps managers to understand the implication of AI in their workplace. With better understanding of AI’s implication, managers are more likely to develop appropriate AI-driven managerial policies, which in turn benefit employees and their organizations. The APM model acts as a reference guide, helping managers to evaluate the AI’s constraint and opportunity in their managerial practices. Originality/value The APM model is valuable and informative to the academic researchers, as it has first responded to Malik et al. (2019)’s call (re: the absence of AI and management literature), and, more importantly, it has advanced the knowledge of AI–management relationship, supporting scholars to further understand the role of AI in PM.

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