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 Arbeidsvoorwaarden en de gewenste pensioenleeftijd

2011 ◽  
Vol 24 (4) ◽  
Author(s):  
Marianne van Zwieten ◽  
Jan Fekke Ybema ◽  
Goedele Geuskens
Keyword(s):  
Cohort Study ◽  
Working Conditions ◽  
Working Hours ◽  
Retirement Age ◽  
Older Employees ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Time Work ◽  
Part Time ◽  
Part Time Work

Terms of employment and the preferred retirement age Terms of employment and the preferred retirement age The present study examines how the satisfaction with the terms of employment among older employees affects the preferred retirement age. Two waves of data collection (2008 and 2009) of the cohort-study of the Netherlands Working Conditions Survey (NWCS) were used for this study. The results of this longitudinal study showed that satisfaction with terms of employment that concern flexibility (e.g. flexible working hours and the possibilities for part-time work) contribute to a higher preferred retirement age. It also contributes to not specifying the preferred retirement age. This means that employees who are satisfied with the flexibility in their jobs more often do not know at what age they prefer to retire than employees who are not satisfied, but if they do know they report a higher preferred retirement age. By arranging flexibility in the job together with and to the satisfaction of employees, employees can be stimulated to postpone retirement.

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.

scholarly journals ARBEJDE ER LIVET: Refleksioner over „det grænseløse arbejde“

2005 ◽  
Author(s):  
Charlotte Baarts
Keyword(s):  
New Technologies ◽  
Leisure Activities ◽  
Working Hours ◽  
Working Life ◽  
Task Orientation ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
Time Work ◽  
The Individual ◽  
The Relationship

The boundaries between working life and other life are shifting. The post-modern employee has become personally responsible for organising his own work in both time and space. This may lead to the experience of increased mobility between working life and other life. Flexible working hours, as well as an overlap between working activities and leisure activities, veil the distinction between working time and other time. Furthermore, individuals experience time differently, connecting time not only to linearity but also to events and tasks at work. The physical frames of work are also undergoing dramatic changes. New technologies enable the individual to carry out his job anywhere and at any time. Work is not only performed at specific workplaces, but also at home, in trains, planes - almost anywhere. As such tasks, rather than time and place, have become the organising principle when it comes to the relationship between working life and other life. And task-orientation makes it difficult to distinguish between the categories “working life” and “other life” in practice. In fact, work is not just a part of life. Work becomes life, just as life becomes work.  

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

Working conditions in Poland and in Europe: an overview of the results of European surveys

2018 ◽  
Vol 567 (12) ◽  
pp. 8-11
Author(s):  
Magdalena Galwas-Grzeszkiewicz
Keyword(s):  
Working Conditions ◽  
Working Hours ◽  
Working Environment ◽  
The European Union ◽  
Flexible Working Hours ◽  
Flexible Working ◽  
European Working ◽  
European Working Conditions Survey ◽  
Company Survey ◽  
Constant Improvement

Constant improvement of working conditions is the key to success when employing a strategy for sustainable development. Eurofound, which acts to improve living and working conditions, conducts regular pan-European surveys, such as the European Company Survey and the European Working Conditions Survey. This article presents selected results of these surveys, on issues such as the physical and social working environment, flexible working hours, availability of training and satisfaction with working conditions both in Poland and in the European Union.

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

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.

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
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