scholarly journals Determinants of the attractiveness of telework before the outbreak of the COVID-19 pandemic

2020 ◽  
Vol 2020 (1(55)) ◽  
pp. 80-95
Author(s):  
Dorota Walentek
Keyword(s):  
Work Organization ◽  
Working Hours ◽  
Motivating Factors ◽  
Remote Work ◽  
Ability To Work ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The World ◽  
Popular Work ◽  
Independent Work

Telework, also known as remote work, is now an increasingly popular work system in Poland and around the world. However, the reasons for undertaking remote work by individual teleworkers may be different. The article contains a literature review in terms of both the explication of the concept of teleworking and the motives for undertaking it. The results of the author’s study were also presented, the aim of which was to identify the most important factors influencing the interest in teleworking among students. It was shown that the main motivating factors to work remotely are flexible working hours, the ability to work anywhere in the world and independent work organization. The study was a pilot study carried out just before the COVID-19 pandemic, which forced the introduction of remote work in many organizations that had not used teleworking so far. The intention of the author is to conduct a similar study every one to two years in order to compare the main motives for undertaking remote work before and during the pandemic, or just after its completion

scholarly journals Using text analysis for evaluating the behaviour of rates of return from the WIG20 index

2020 ◽  
Vol 2020 (1(55)) ◽  
pp. 69-79
Author(s):  
Dorota Walentek
Keyword(s):  
Work Organization ◽  
Working Hours ◽  
Motivating Factors ◽  
Remote Work ◽  
Rates Of Return ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The World ◽  
Popular Work ◽  
Independent Work

Telework, also known as remote work, is now an increasingly popular work system in Poland and around the world. However, the reasons for undertaking remote work by individual teleworkers may be different. The article contains a literature review in terms of both the explication of the concept of teleworking and the motives for undertaking it. The results of the author’s study were also presented, the aim of which was to identify the most important factors influencing the interest in teleworking among students. It was shown that the main motivating factors to work remotely are flexible working hours, the ability to work anywhere in the world and independent work organization. The study was a pilot study carried out just before the COVID-19 pandemic, which forced the introduction of remote work in many organizations that had not used teleworking so far. The intention of the author is to conduct a similar study every one to two years in order to compare the main motives for undertaking remote work before and during the pandemic, or just after its completion

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 DO TAYLORISMO/FORDISMO À ACUMULAÇÃO FLEXÍVEL: IMPLICAÇÕES DOS REGIMES DE ACUMULAÇÃO PARA O MUNDO DO TRABALHO

Revista Labor ◽  
2017 ◽  
Vol 1 (17) ◽  
pp. 62
Author(s):  
João Kaio Cavalcante de Morais ◽  
Dante Henrique Moura
Keyword(s):  
Labor Markets ◽  
Mass Production ◽  
Capital Accumulation ◽  
Working Hours ◽  
Qualitative Approach ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The World ◽  
Flexible Accumulation

FROM TAYLORISM / FORDISM TO FLEXIBLE ACCUMULATION: IMPLICATIONS OF THE ACCUMULATION SCHEMES FOR THE WORLD OF WORKResumo: Como atividade predominantemente humana, o trabalho se constitui enquanto ação de transformação da natureza para suprir as necessidades e os interesses dos homens. Apesar disso, nota-se que esse sentido foi desapropriado pela lógica do capital ao longo dos últimos três (3) séculos. Esse artigo tem como objetivo analisar a categoria trabalho no contexto dos regimes de acumulação de capital. Para isso, consultou-se os textos de Marx (1980), Harvey (2014), Antunes (2009), dentre outros. O que caracterizou essa pesquisa enquanto bibliográfica a partir de uma abordagem qualitativa. Percebeu-se, a partir dos textos dos autores, a existência de 2 (dois) regimes de acumulação: o Taylorismo/Fordismo e a Acumulação Flexível. O primeiro teve como principal característica a produção em massa e a divisão do trabalho em manual e intelectual. Já no segundo notou-se uma maior flexibilização da produção, com o intuito de atender as demandas do mercado, o que ocasionou mudanças significativas no mundo do trabalho, culminando em jornadas de trabalho mais flexíveis, empregos temporários e terceirizados, bem como perda de direitos trabalhistas.Abstract: Work is an action of transformation of nature to meet the needs and interests of men. This sense has been expropriated by the logic of capital over the last three (3) centuries. The purpose of this article is to analyze the category of labor in the context of capital accumulation regimes. We have recourse to Marx (1980), Harvey (2014), Antunes (2009). What characterized this research as a bibliographical from a qualitative approach. From the authors' texts, we can see the existence of two (2) regimes of accumulation: Taylorism / Fordism and Flexible Accumulation. The first one had as main characteristic the mass production and the division of the work in manual and intellectual. In the second, production was more flexible, in order to meet the demands of the market, which led to significant changes in the world of work, culminating in more flexible working hours, temporary and outsourced jobs, as well as loss of rights Labor markets. Keywords: work – capitalismo – Fordism – Flexible build-up. 

scholarly journals The organization of working hours of selected employee categories in Czech businesses

2016 ◽  
Vol 61 (211) ◽  
pp. 99-116
Author(s):  
Hana Urbancová ◽  
Miroslava Navrátilová
Keyword(s):  
Senior Citizens ◽  
Work Organization ◽  
Working Hours ◽  
Diversity Management ◽  
Working Environment ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Time Work ◽  
Part Time ◽  
And Performance

In the current dynamic working environment, the adaptation of working hours is an important instrument for supporting the work and performance of all groups of employees. It also serves as an instrument that encourages their identification with the company. The aim of this article is to identify and evaluate the utilization of individual methods of work organization among selected groups of employees in Czech companies across the gamut of the business sector. The analysed data comes from a quantitative questionnairebased survey (n=315). The results show that in the Czech companies, flexitime is most frequent among regular employees (51.7%) and graduates up to 30 years old (24.1%). A reduced work schedule is most frequently used by mothers with children and senior citizens (41.3%, 27%) and as part-time work among students (41%). The use of flexible working hours is an instrument of diversity management and builds the company brand through enlisting the cooperation of different groups of employees.

scholarly journals Social norms on working hours and peak times in public transport

2020 ◽  
Vol 29 (3) ◽  
pp. 836-865
Author(s):  
Emmanuel Munch
Keyword(s):  
Social Norms ◽  
Field Survey ◽  
Working Hours ◽  
Peak Time ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
The World ◽  
Paris Region ◽  
The Right ◽  
Scholarly Attention

What employee with the right to choose their own working hours has not felt the silent weight of critical reproach from their colleagues or their boss when they arrive later than most at work? Although this is a form of social control that seems widespread in the world of French flexitime, it is a subject that has so far received very little scholarly attention in research on day-to-day temporalities. Yet in the era of flexible working hours, the persistence of daily peak commuting periods could be partly explained by the presence of implicit timekeeping norms in the workplace. In this article, therefore, we try to demonstrate the existence of ‘social norms on working hours’ that continue to put pressure on flexitime workers to arrive at the office at the same time as their colleagues. Drawing on a field survey conducted in big companies in the Paris region, we show that there exist two types of social norms on working hours that directly contribute to morning peak-time transport congestion: ‘the norm of the disciplined worker’ and the ‘norm of the dedicated executive’.

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.

Flexible working hours and individual diurnal rhythms

1973 ◽  
Author(s):  
Paula Patkai ◽  
Kerstin Pettersson ◽  
Torbjorn Akerstedt
Keyword(s):  
Working Hours ◽  
Diurnal Rhythms ◽  
Flexible Working Hours ◽  
Flexible Working

scholarly journals Do Work–Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits

2021 ◽  
Vol 10 (1) ◽  
pp. 9
Author(s):  
Charlotte K. Marx ◽  
Mareike Reimann ◽  
Martin Diewald
Keyword(s):  
Organizational Culture ◽  
Working Hours ◽  
Work Life ◽  
Job Quality ◽  
Lower Probability ◽  
Home Based ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Flexibility Measures ◽  
The Impact

Numerous studies have demonstrated the importance of work–life measures, which are designed to contribute to job quality and help reconcile employees’ work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To address the possible bias caused by sketchy implementation and their actual selective use, we chose to examine employees’ perceptions of the offer of these measures. We investigated the moderation of the effect by organizational culture and supervisor and coworker support. We controlled for several indicators of job quality, such as job satisfaction and perceived fairness, to isolate specific ways in which work–life measures contributed to voluntary employee exit, and checked for a selective attractiveness of work–life measures to parents and women as the main caregivers. Using a three-wave panel employer–employee survey, we estimated multilevel mixed-effects logistic regression models for 5452 employees at 127 large German establishments. Our results confirmed that both types of flexibility measures were associated with a lower probability of voluntarily exit. This applied more to men than to women, and the probability was reduced by a demanding organizational culture. Both measures seemed not to be specifically designed to accommodate main caregivers but were attractive to the whole workforce.

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