scholarly journals Boundaryless working hours and recovery in Germany

2021 ◽  
Author(s):  
Laura Vieten ◽  
Anne Marit Wöhrmann ◽  
Alexandra Michel
Keyword(s):  
Working Hours ◽  
Working Time ◽  
Overtime Work ◽  
Psychological Detachment ◽  
Representative Study ◽  
Flexible Working ◽  
Recovery Experiences ◽  
High Level ◽  
And Control ◽  
Extended Work

Abstract Objective Due to recent trends such as globalization and digitalization, more and more employees tend to have flexible working time arrangements, including boundaryless working hours. The aim of this study was to investigate the relationships of various aspects of boundaryless working hours (overtime, Sunday work, and extended work availability) with employees’ state of recovery. Besides, we examined the mediating and moderating role of recovery experiences (psychological detachment, relaxation, mastery, and control) in these relationships. Methods We used data from 8586 employees (48% women; average age of 48 years) who took part in the 2017 BAuA-Working Time Survey, a representative study of the German working population. Regression analyses were conducted to test main effects as well as mediation and moderation. Results Overtime work, Sunday work, and extended work availability were negatively related to state of recovery. Psychological detachment mediated these relationships. Furthermore, we found that relaxation and control mediated the association between extended work availability and state of recovery. However, no relevant moderating effects were found. Conclusions Altogether, our findings indicate that various aspects of boundaryless working hours pose a risk to employees’ state of recovery and that especially psychological detachment is a potential mechanism in these relationships. In addition, the results suggest that a high level of recovery experiences cannot attenuate these negative relationships in leisure time. Therefore, employers and employees alike should try to avoid or minimize boundaryless working hours.

The Effect of Remote Work on the Successful Development of Engineering Companies

2021 ◽  
Vol 11 (4) ◽  
pp. 4345-4356
Author(s):  
Anna Evgenievna Gorokhova ◽  
Elman Said-Mokhmadovich Akhyadov ◽  
Andrey Nikolaevich Shishkin
Keyword(s):  
Corporate Culture ◽  
Working Hours ◽  
Remote Work ◽  
Transport Costs ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Insufficient Physical Activity ◽  
Effective Organization ◽  
The One ◽  
High Level

The purpose of the present study is to identify the main advantages and problems of remote work for both employers and employees, and possible ways to solve them. The article shows a significant number of studies dealt with non-standard forms of labor organization, clarifies the essence of remote work, and examines the main aspects for its effective organization. The main advantages and problems of remote work for employers and employees, as well as possible ways to solve them, are identified based on an expert survey involving 36 experts. According to the conducted study, it can be concluded that the acceleration of scientific and technological progress and adverse epidemiological conditions contribute to the spread of remote work worldwide. This phenomenon has two aspects. On the one hand, remote work, firstly, reduces the unemployment rate and improves the image of the company; secondly, offers flexible working hours; thirdly, protects/retains customers and saves time/transport costs. On the other hand, remote work is associated with the difficulty in maintaining efficiency and teamwork at a high level; secondly, it restricts communication, makes it impossible to perform certain tasks at home; and thirdly, remote work leads to insufficient physical activity, causes difficulties with integration into the corporate culture, etc.

scholarly journals Legal regulation of working hours and rest periods of seafarers in Ukraine and Finland

2021 ◽  
pp. 170-175
Author(s):  
D.O. Dmitrenko
Keyword(s):  
Trade Unions ◽  
Legal Aspect ◽  
Working Hours ◽  
Legal Regulation ◽  
Working Time ◽  
International Labour Organisation ◽  
Overtime Work ◽  
Rest Periods ◽  
Labor Legislation ◽  
The Right

The article considers the legal regulation of working hours and rest periods of seafarers under the legislation of Ukraine in the comparative legal aspect with the legislation of Finland. Much attention is given to an analysis of working hours of seafarers, compensation for the overtime work and securance of the right of annual leave and regular periods of rest under the legislation of Ukraine and Finland, as well as conformity of Ukrainian labour legislation and social rights of seafarers with the Maritime Labour Convention (MLC, 2006), and with the legislation of Finland. Ukraine hasn’t ratified any of the International Labour Organisation Conventions relating to working time and periods of rest of seafarers, and these issues are governed by the Regulation «On working hours and periods of rest of floating sea and river transport of Ukraine» (approved by Order of the Ministry of Infrastructure of Ukraine № 135 from 29.02.2012). Finland’s trade unions play an important role in working life of seafarers, by not only protecting their rights and providing decent working conditions, but also by deviations from certain provision of the Seamen’s Working Time Act (296/1976). Those deviations can concern reduction of duration of working hours, increase of payments for overtime work, providing additional rest time, etc. It is concluded that the labor legislation of Ukraine does not contain provisions on imposing sanctions on captain or shipowner in case of violation of seafarer’s right of normal working hours, annual leave and regular periods of rest, while in Finland, captain or shipowner can be prosecuted for improper or malicious violation of the procedure of the register of working hours, rest periods, compensation payments and annual leaves. Also Ukrainian legislation provide no legal mechanism for obtaining state and social guarantees by seafarers. The article suggests changes to national legislation by passing the law regarding seafarers labour rights and ratification of the Maritime Labour Convention (MLC, 2006).

scholarly journals For better or worse: How more flexibility in working time arrangements and parental leave experiences affect fathers' working and childcare hours in Germany

2021 ◽  
Author(s):  
Susanne Wanger ◽  
Ines Zapf
Keyword(s):  
Role Models ◽  
Parental Leave ◽  
Working Hours ◽  
Work And Family ◽  
Working Time ◽  
Traditional Role ◽  
Use Of Time ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The One

Objective: In this study, we investigate the effect of flexible working time arrangements and parental leave experiences on the actual working and childcare hours of men. Background: Many fathers want to spend more time with their children and actively participate in family life, but, after becoming a parent, most work even more hours than before. To better combine work and family, the possibility of flexible working time arrangements might play a crucial role for fathers, also to become more involved in childcare activities. Method: We use longitudinal data of the German Socio-Economic Panel (SOEP) to examine how flexible working time arrangements, parental leave experiences, working hours, and childcare hours are related. Based on data between 2013 and 2019, panel regression models were estimated. Results: The results show that a change from fixed to flexible working time regulations leads to an increase in working hours for men and fathers. The longer working hours of fathers go hand in hand with a reduction in the time spent on childcare activities when switching to flexible working time arrangements. However, experiences with parental leave in connection with flexible working hours show a change in the use of time. Conclusion: Flexible working time regulations prove to be ambivalent for fathers: On the one hand, they offer fathers new leeway, on the other hand, due to traditional role models, they lead to longer working hours and thus less participation in childcare; but parental leave experiences make a difference, which indicates the importance of these regulations for fathers.

Recovery after work experiences, employee well-being and intent to quit

2016 ◽  
Vol 45 (2) ◽  
pp. 232-254 ◽  
Author(s):  
Parbudyal Singh ◽  
Ronald J. Burke ◽  
Janet Boekhorst
Keyword(s):  
Job Demands ◽  
Well Being ◽  
Organizational Level ◽  
Hierarchical Regression ◽  
Work Experiences ◽  
Work Intensity ◽  
Content Type ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
And Control

Purpose – A growing body of research suggests that psychological experiences related to recovery after work may reduce employee fatigue and exhaustion and improve well-being. The purpose of this paper is to extend this literature by examining several correlates and consequences of four recovery experiences: psychological detachment, relaxation, mastery, and control. Design/methodology/approach – Data were collected from 290 nursing staff working in hospitals using a questionnaire study and well-established measures. Hierarchical regression analyses were used to test the hypotheses. Findings – The results suggest that the four recovery experiences were, with one exception, positively and significantly correlated. Personal demographic variables (e.g. work status and level of education) had relationships with the use of particular recovery experiences. Passion was positively related to the use of mastery and control, while work intensity was negatively associated with the use of psychological detachment and relaxation. The use of particular recovery experiences was generally associated with lower intentions to quit and positive indicators of psychological well-being. Research limitations/implications – There are several implications for research and practice. Scholars can use the results to extend the theories such as the job demands-resources model, including the role of work intensity as job demands. At the organizational level, managers and leaders should consider supporting strategies that help employees recover after work. Originality/value – This study extends the empirical research on recovery after work using some variables not previously used. The theory on recovery after work is also extended.

scholarly journals Effects of Long Working Hours and Night Work on Subjective Well-Being Depending on Work Creativity and Task Variety, and Occupation: The Role of Working-Time Mismatch, Variability, Shift Work, and Autonomy

2021 ◽  
Vol 18 (12) ◽  
pp. 6371
Author(s):  
Min-Gwan Shin ◽  
Yoon-Ji Kim ◽  
Tae-Kyoung Kim ◽  
Dongmug Kang
Keyword(s):  
Shift Work ◽  
Working Hours ◽  
Well Being ◽  
Working Time ◽  
Night Work ◽  
Subjective Well Being ◽  
Long Working Hours ◽  
Task Variety ◽  
High Level ◽  
And Task

This study explored the effects of long working hours (LW) and night work (NW) on subjective well-being and the modifying effects of work creativity and task variety (WCTV) and occupation. In addition, we examined the influence of working time-related variables including working-time mismatch, variability, shift work, and autonomy on the effects of LW and NW. This study used data from the 5th Korean Working Conditions Survey on 50,205 workers. LW and NW were defined as 52–60 h (L1) or >60 h (L2) per week, and 1–10 days (N1) or >10 days (N2) of night work per month. Multiple logistic regression was used to examine the effects of LW and NW and the modifying influences of WCTV and occupation. Differences in ORs of LW and NW caused by working time-related variables were investigated, to determine effect sizes and directions. A high level of WCTV alleviated the risks of LW and NW. White-collar workers were more vulnerable to the risk associated with NW. Regarding working-time related variables, working-time mismatch and variability increased the risks of LW and NW, respectively, while shift work alleviated the risks of NW. In countries where flexible work systems are not well utilized, working-time autonomy might not be associated with the risk of LW or NW. This study showed that it is necessary to comprehensively consider the occupation and task characteristics of individual workers performing LW or NW. Further studies of the modifying effects of working time-related variables on LW and NW are needed.

scholarly journals Harder, Better, Faster, Stronger? The Relationship between Cognitive Task Demands in Video Games and Recovery Experiences

2019 ◽  
Vol 7 (4) ◽  
pp. 166-175 ◽  
Author(s):  
Tim Wulf ◽  
Diana Rieger ◽  
Anna Sophie Kümpel ◽  
Leonard Reinecke
Keyword(s):  
Video Games ◽  
Cognitive Task ◽  
Interactive Media ◽  
Cognitive Effort ◽  
Task Demands ◽  
Task Demand ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
And Control

Research has repeatedly demonstrated that the use of interactive media is associated with recovery experiences, suggesting that engaging with media can help people to alleviate stress and restore mental and physical resources. Video games, in particular, have been shown to fulfil various aspects of recovery, not least due to their ability to elicit feelings of mastery and control. However, little is known about the role of cognitive task demand (i.e., the amount of cognitive effort a task requires) in that process. Toward this end, our study aimed to investigate how cognitive task demand during gameplay affects users’ recovery experiences. Results of a laboratory experiment suggest that different dimensions of the recovery experiences seem to respond to different levels of cognitive task demand. While control experiences were highest under low cognitive task demand, there was no difference between groups regarding experiences of mastery and psychological detachment. Nevertheless, both gaming conditions outperformed the control condition regarding experiences of mastery and psychological detachment. Controlling for personal gaming experiences, relaxation was higher in the low cognitive task demand condition compared to the control condition. Findings are discussed in terms of their implications for research on the multilayered recovery effects of interactive media.

scholarly journals Elucidating the Role of Recovery Experiences in the Job Demands-Resources Model

2012 ◽  
Vol 15 (2) ◽  
pp. 659-669 ◽  
Author(s):  
Bernardo Moreno-Jiménez ◽  
Alfredo Rodríguez-Muñoz ◽  
Ana Isabel Sanz-Vergel ◽  
Eva Garrosa
Keyword(s):  
Role Conflict ◽  
Negative Impact ◽  
Job Demands ◽  
Psychological Detachment ◽  
Recovery Experiences ◽  
Health Related ◽  
Mastery Experiences ◽  
And Control ◽  
Psychological Detachment From Work

Based on the Job Demands-Resources (JD-R) model, the current study examined the moderating role of recovery experiences (i.e., psychological detachment from work, relaxation, mastery experiences, and control over leisure time) on the relationship between one job demand (i.e., role conflict) and work-and health-related outcomes. Results from our sample of 990 employees from Spain showed that psychological detachment from work and relaxation buffered the negative impact of role conflict on some of the proposed outcomes. Contrary to our expectations, we did not find significant results for mastery and control regarding moderating effects. Overall, findings suggest a differential pattern of the recovery experiences in the health impairment process proposed by the JD-R model.

scholarly journals Changing patterns of working time arrangements in registered collective agreements in New Zealand

1970 ◽  
Vol 14 (3) ◽  
Author(s):  
Raymond Harbridge ◽  
Michael Dreaver
Keyword(s):  
New Zealand ◽  
Collective Bargaining ◽  
Labour Market ◽  
Working Hours ◽  
Working Time ◽  
Hours Worked ◽  
Collective Agreements ◽  
Important Measure ◽  
Flexible Working ◽  
Changing Patterns

Internal numerical flexibility (working hours, overtime and shift arrangements) is an important measure of the overall flexibility of the labour market. New Zealand's industrial legislation on working time arrangements is permissive and allows the parties to collective bargaining considerable freedom. However, awards and agreements have generally limited the 40 hour week to certain clock hours worked between Monday to Friday. Overtime and shift arrangements provide for work outside these clock hours. The research reported in this paper examines changes to working time arrangements in registered collective settlements in the 1987/88 wage round. Over 30 percent of registered settlements contained a change to their working time arrangements with agreements being significantly more likely than awards to contain such a change. At least one more flexible working time arrangement was introduced in over 80 percent of those settlements.

scholarly journals Mixed Working Hours in the Conditions of the COVID-2019 Pandemic

2021 ◽  
Vol 1 (516) ◽  
pp. 207-212
Author(s):  
S. H. Rudakova ◽  
◽  
L. V. Shchetinina ◽  
N. S. Danylevych ◽  
A. S. Kohdenko ◽  
...  
Keyword(s):  
Working Hours ◽  
Working Time ◽  
Full Time ◽  
Remote Work ◽  
Sociological Study ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Time Work ◽  
Part Time ◽  
Mixed Modes

The article is aimed at valuating the experience of using mixed modes in the context of the COVID-2019 pandemic based on the results of sociological studies as well as substantiating the potential for the development of legal and regulatory provision. In the context of the pandemic, many enterprises switched to remote work and the working hours changed. For Ukraine, this is a new experience in implementing online work and a more flexible working day, so it is important to study this issue. During the COVID-2019 pandemic, enterprises faced the only legal opportunity to organize their activities through work at home. The authors carried out a sociological study on the use of mixed modes in the context of the COVID-2019 pandemic, which found out that 69.6% of respondents work remotely, 60.9% work on a flexible schedule, and 43.5% of respondents account for part-time work. 73.9% of the respondents faced mixed working modes. Regarding the preparedness of business owners to work in the new conditions, it is found out that the majority of respondents are satisfied with how their organization has switched to a remote or mixed form of work. Remote work can be combined with other modes, such as part-time or flexible working hours and full-time work. This combination can be considered as a mixed working time mode. According to the outcome of sociological researches, the use of mixed working hours is already a common reality, not an exception. Use of them has its own peculiarities in various spheres of activity, which requires further research. The survey identified the respondents both satisfied and dissatisfied with mixed working hours. It should be noted about the available potential to improve the legal and organizational-economic principles of using mixed modes of working time organization.

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