scholarly journals Health-related Work Limitations Among Older Workers—the Role of Flexible Work Arrangements and Organizational Climate

2019 ◽  
Vol 60 (3) ◽  
pp. 450-459 ◽  
Author(s):  
Anushiya Vanajan ◽  
Ute Bültmann ◽  
Kène Henkens
Keyword(s):  
Organizational Climate ◽  
Older Workers ◽  
Working Hours ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Limitations ◽  
Work Arrangements ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Health Related

Abstract Background and Objectives Given their increasing prevalence with age, chronic health conditions (CHCs) are substantially affecting older workers and organizations. An important question is whether and how flexible work arrangements and organizational climates may help to reduce the work limitations experienced by older workers. Grounded on the Job Demand–Resource model, we hypothesize that access to flexible work arrangements (working-time flexibility, workplace flexibility, phased retirement) and supportive organizational climates (healthy ageing climate, psychological safety climate) are vital job resources that are associated with fewer health-related work limitations among older workers experiencing CHCs. Research Design and Methods Multilevel data were collected among 5,419 older workers (60–65 years) in 624 organizations in the Netherlands. Perceived health-related work limitations of older workers diagnosed with arthritis (N = 2,330), cardiovascular disease (N = 720), and sleep disorders (N = 816) were analyzed. Results Multilevel ordered logistic regression analyses revealed that perceived access to flexible working hours and a psychologically safe organizational climate was associated with fewer health-related work limitations among older workers with CHCs. Discussion and Implications Facilitating longer working lives is a key policy challenge within organizations, in particular if older workers are constraint by CHCs. This study shows that offering flexible working hours and ensuring a psychologically safe climate, where older workers with health issues are inclined to share their work needs and preferences, are likely to contribute to healthy ageing in the workplace.

scholarly journals PENGARUH FLEXIBLE WORK ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS PEKERJA LEPAS DI PROVINSI BALI

2021 ◽  
pp. 817
Author(s):  
Ni Putu Sri Damayanti ◽  
I Gusti Made Suwandana
Keyword(s):  
Job Satisfaction ◽  
Working Hours ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Arrangements ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The Family ◽  
Flexible Work Arrangement ◽  
Work Arrangement

Flexible work arrangements have been widely used to meet the needs of workers and manage work. Flexible working hours and methods will make it easier for workers to coordinate their work and social schedules. The purpose of this study was to determine the effect of flexible work arrangements and job satisfaction on the productivity of freelancers. The population is all self-employed workers in Bali Province. The sample used in this study was 100 respondents who were collected during the 7 days of the survey. Data collection was obtained from the results of questionnaires which were distributed directly to all entrepreneurs in the province of Bali. Furthermore, to analyze the data used multiple regression analysis. The results of this study indicate that flexible work arrangements effectively affect the productivity of entrepreneurs. The reaction of the freelancers is that they believe that through this work system, they can manage their work schedule more flexibly and become happier and happier. more efficient and closer to the family. Job satisfaction has an impact on work efficiency. It can be seen that there is a significant positive correlation (correlation) between job satisfaction and productivity of freelancers.

scholarly journals Flexible Work Arrangements and Their Impact on the Employee Performance of Egyptian Private University Employees: (A Case Study on the Arab Academy for Science, Technology, and Maritime Transport)

2021 ◽  
Vol 04 (10) ◽  
Author(s):  
Mohamed Eshak ◽  
Keyword(s):  
Positive Relationship ◽  
Employee Performance ◽  
Working Hours ◽  
Work Life ◽  
Work Life Balance ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Life Balance ◽  
Work Arrangements ◽  
The Impact

This study aimed to analyse the impact of flexible work arrangements on the employee performance of employees in private Egyptian universities in Alexandria, mediated by work-life balance (applied to the Arab Academy for Science, Technology, and Maritime Transport). institutions to retain talented people, raise the efficiency of employee performance, and thus raise the efficiency of institutional performance and competitive capabilities of organizations. The researcher used the descriptive analytical method and the questionnaire as a tool for data collection, to measure the impact of flexible work arrangements (focusing on reducing working hours, benefits provided to employees, work policies towards parenting) on the work-life balance, and the extent of the impact of all this on raising the efficiency of employees' employee performance. A stratified random sample of 423 employees was used, and the data collected was analysed using SPSS and AMOS statistical software. The findings revealed a positive relationship between flexible work arrangements (reduced working hours, benefits provided to employees, and work policies toward parenting) and employee performance, as well as a positive relationship between flexible work arrangements and work-life balance, as well as a positive relationship between work-life balance and employee performance, and the researcher recommends implementing such policies.The recommendations also include the need to review current labour laws before legislators, and update them in line with contemporary technological development and the requirement to achieve a balance between the requirements of life and work. This study also recommends the adoption of reducing working hours as one of the flexible work policies offered by organisations to employees. The study concludes that flexible work arrangements and programmes are in fact a competitive tool that organisations can use to increase loyalty, improve performance, achieve commitment and job satisfaction, which enhances the organization's productivity.

Flexible Work Arrangements and Health in White-Collar Urban Professionals

2020 ◽  
pp. 104829112097664
Author(s):  
Sonja Senthanar ◽  
Sharanya Varatharajan ◽  
Philip Bigelow
Keyword(s):  
Organizational Climate ◽  
Qualitative Content Analysis ◽  
Working Life ◽  
White Collar ◽  
Well Being ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Work Arrangements ◽  
Semistructured Interviews ◽  
Urban Professionals

Although some research has examined health implications of flexible work arrangements, little is known about job flexibility and health in the context of modern working life, characterized by intensification. Grounded on the Job Demand-Resource model, this article explores access to flexible work arrangements and organizational climate on the health and well-being of white-collar, urban professionals in downtown Toronto. A qualitative content analysis of eight semistructured interviews with white-collar, urban professionals between the ages of twenty-five and thirty-two revealed three domains—intensity of work life and demands, coworker and managerial relations, and the boundaries between work and home—where demands outweighed resources to limit workers’ ability to practice flexibility. Thus, an emerging trend where workers need to be flexible within flexible work arrangements emerged. Findings point to the need for organizational commitment and activities to address unhealthy behaviors in the context of modern working life.

scholarly journals Retaining older workers: the effect of phased retirement on delaying early retirement

2015 ◽  
Vol 6 ◽  
Author(s):  
Åsmund Hermansen
Keyword(s):  
Relative Risk ◽  
Older Workers ◽  
Early Retirement ◽  
Working Hours ◽  
Full Time ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Before And After ◽  
Phased Retirement ◽  
The Impact

Introduction: Phased retirement involves reducing working time in the final years before retirement. The aim of phased retirement is to extend working careers and retain older workers who would otherwise opt for full early retirement. This article investigates the effect of offering phased retirement on early-retirement behaviour in Norway.Method: The data used in the analysis covers the period between 2000 and 2010 and comprises all employees between 61 and 62 years of age (N= 18 174) who were employed in any of the 442 companies that participated in a 2010 survey carried out by the Fafo Institute for Labour and Social Research and Respons Analyse AS, a Norwegian research firm. I use a difference-in-differences approach and logistic regression, which enables the measurement of changes in the individual relative risk of retiring full-time on the contractual pension (AFP, avtalefestet pensjon, contractual early-retirement pension,) before and after the introduction of phased retirement as a retention measure.Results: The results show that working in a company that offers reduced working hours for older workers does not have an effect on the relative risk of a 61- or 62-year-old withdrawing a full contractual pension in the next two years of their employment. This result is evident both before and after controlling for a range of known individual risk factors, as well as after controlling for company characteristics.Discussion: In the search for suitable measures for retaining older workers, offering phased retirement may still be part of the answer. Though my analysis does not support the idea that more flexible working hours is a decisive factor for those who choose to opt for full early retirement, a possible next step could be to investigate the impact of offering flexible working hours on the employment duration of those who do remain in employment.

Reducing early retirement intention among older workers

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Older Workers ◽  
Early Retirement ◽  
Design Methodology ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Content Type ◽  
Work Arrangements ◽  
Pertinent Information ◽  
Work Goals ◽  
Work Passion

Purpose Retirement of older workers results in a damaging loss of important knowledge and capabilities. By focusing on work goals, generating work passion and providing flexible work arrangements, firms can help reduce early retirement intention. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Retirement of older workers results in a damaging loss of important knowledge and capabilities. By focusing on work goals, generating work passion and providing flexible work arrangements, firms can help reduce early retirement intention. Originality/value The briefing saves busy executives and researchers’ hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals Job Design to Extend Working Time: Work Characteristics to Enable Sustainable Employment of Older Employees in Different Job Types

2021 ◽  
Vol 13 (9) ◽  
pp. 4719
Author(s):  
Hiske den Boer ◽  
Tinka van Vuuren ◽  
Jeroen de Jong
Keyword(s):  
Older Workers ◽  
Personal Development ◽  
Working Hours ◽  
Work Characteristics ◽  
Aging Workforce ◽  
Older Employees ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Semistructured Interviews ◽  
Time Work

Due to an aging workforce and an increasing structural labor shortage across Western economies, it is important to design jobs for older workers that support their continued employability. The aim of this qualitative study was to investigate how job type (operational, professional and managerial jobs) influences work characteristics older workers need to continue working. Semistructured interviews were conducted with 21 older (55+) Dutch employees working in the health and education sector. A full thematic analysis of interview transcripts was performed, and work characteristics were identified, coded, categorized and compared to discover patterns of similarities and differences between job types. The results show that job types have a number of work characteristics in common: operational job types share autonomy with managers and client interaction with professionals, and professionals and managers share mentorship. Unique work characteristics for operational roles are supervisor support and comfortable workspace. Professionals especially want to use their expertise and flexible working hours, and managers are different because they value personal development and contact with colleagues. In conclusion, the results show that certain work characteristics have a different impact on the design of future jobs for older workers, depending on the type of job of the employee.

Older Workers and Requests for Flexibility: A Weak Right in the Face of Entrenched Age Discrimination

2016 ◽  
Vol 44 (3) ◽  
pp. 451-466
Author(s):  
Therese MacDermott
Keyword(s):  
Older Workers ◽  
Age Discrimination ◽  
Flexible Work Arrangements ◽  
Flexible Work ◽  
Workforce Participation ◽  
Work Arrangements ◽  
The Face ◽  
Employment Standards ◽  
Discrimination In Employment ◽  
The Right

In 2013, the right to request flexible work arrangements was extended to include employees who are 55 years or older, with a refusal by an employer of such a request in theory available only on the basis of ‘reasonable business grounds.’ This expansion of the right to request is one of a number of different strategies implemented with a view to enhancing the workforce participation of older Australians. This paper examines the scope of the right to request and how it operates with respect to older workers as part of the National Employment Standards in the Fair Work Act 2009 (Cth). The paper also examines the gender dimension in the making of requests and in the utilisation of flexible work practices. Since the ‘right’ exists as merely the subject for negotiation at a workplace level, rather than an enforceable claim, this paper contends that it is unable to overcome persistent and prevalent age discrimination in employment. The paper argues that a review process and independent oversight are required in order to bring about the attitudinal change necessary if the right to request flexible work arrangements is to operate as a viable means of providing constructive opportunities for older workers to maintain their workforce participation.

scholarly journals Advantages and Disadvantages of Telecommuting: An Observation

Pravaha ◽  
2020 ◽  
Vol 26 (1) ◽  
pp. 57-62
Author(s):  
Dilip Parajuli
Keyword(s):  
Time Management ◽  
Questionnaire Survey ◽  
Basic Research ◽  
Working Hours ◽  
Professional Support ◽  
Flexible Work ◽  
Advantages And Disadvantages ◽  
The Third ◽  
Flexible Working Hours ◽  
Flexible Working

This paper aims to explore the advantages and disadvantages of telecommuting. In particular, the research design for the study is descriptive. A basic research tool used to gather data on the advantages and disadvantages of telecommuting is the questionnaire survey. The questionnaire was sent to 73 faculties of the three constituent campuses of Tribhuvan University. Based on the results, it is found that flexible working hours are the key advantage of telecommuting in the teaching field. The second key advantage is an improvement in time management. The third advantage is savings in travel time and expenses. The least advantage of telecommuting is professional flexibility. It is also found that feeling of isolation is one of the key disadvantages of telecommuting. The second key disadvantage is no separation between spheres of work and home that is followed by over-availability syndrome, ditched society, investment in training, and personality unsuitability. The least disadvantage of telecommuting is the lack of professional support. By avoiding such types of disadvantages, our organizations can get many benefits by adapting telecommuting as the few and flexible work methods.

scholarly journals Is Management of Aging Human Resources Worthwhile? Evaluation of an Age Management Model

2015 ◽  
Vol 7 (1) ◽  
pp. 75-95
Author(s):  
Izabela Kołodziejczyk-Olczak ◽  
Anna Sołtys ◽  
Ali Rashidi ◽  
Lynda Scott
Keyword(s):  
Social Relationships ◽  
Older Workers ◽  
Professional Training ◽  
Working Hours ◽  
Training And Development ◽  
Management Model ◽  
Negative Consequences ◽  
Learning And Development ◽  
Flexible Working Hours ◽  
Flexible Working

Abstract Societies are aging. This brings with it a lot of negative consequences and risks to companies. Employers are facing a phenomenon which is not fully recognized, and as a corollary there are no fully developed standards and tools for age management as an implemented strategy and personnel policy. Older workers have different needs and expectations regarding not only working conditions, ergonomics, safety, health care etc., but also with respect to social relationships, communication, career perspectives, professional training and development. These factors, as well as the results of research on aging, should be reflected in the practice of human resource management. The purpose of this article is to show the LIKE Age Management Model (LAMM) in the context of suggested practices and models to date. LAMM contains two types of functions: primary ones regarding recruitment, learning and development, health protection and promotion, exit and transitions to retirement procedures; and supporting ones related with flexible working hours, career development, redeployment and comprehensive approaches. The model has been evaluated on the basis of diverse criteria in the context of the proposed instruments described in the LAMM with respect to functions and possibilities of implementation in enterprises.

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