ARBEJDE ER LIVET: Refleksioner over „det grænseløse arbejde“

Tidsskriftet Antropologi ◽

10.7146/ta.v0i51.106705 ◽

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.

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Arbeidsvoorwaarden en de gewenste pensioenleeftijd

Gedrag & Organisatie ◽

10.5117/2011.024.004.412 ◽

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.

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A Survey on the Role of Fringe Benefits in Employee Satisfaction – An Analysis of Organizations of Pakistan

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v9i1.14162 ◽

2019 ◽

Vol 9 (1) ◽

pp. 232

Author(s):

Sahar Nisar ◽

Danish Ahmed Siddiqui

Keyword(s):

Job Satisfaction ◽

Sampling Technique ◽

Working Hours ◽

Good Health ◽

Health Protection ◽

Primary Data ◽

Fringe Benefits ◽

Flexible Working Hours ◽

Flexible Working ◽

The Relationship

This study investigates the relationship between fringe benefits and employee’s job satisfaction. More specifically, following variables were taken as fringe benefits (i) Health Protection Benefits, (ii) Recreation Leaves, and (iii) Flexible Working hours. The primary data is gathered through questionnaire from the sample size of 200 respondents based on non-probability convenience sampling technique. The results were later analyzed through exploratory factor analysis and multiple regression. This study showed positive and significant relationship of Recreation Leaves and Health protection benefits on job satisfaction whereas in case of flexible working hours, the relationship seems to be insignificant. Through results, it may be concluded that if a good number of leaves and a good health Protection plan is provided by the employer, the employees tend to be more satisfied and committed towards their job. Whereas, flexible working hours does not much contribute much towards their level of satisfaction towards job. This study might help employers in Pakistan to add commendable benefits programs to their schedule in order to retain their loyal employees and increase firm’s productivity.

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An Investigation of Psychological Contract in Undergraduate Students

International Journal of Business and Management ◽

10.5539/ijbm.v16n9p98 ◽

2021 ◽

Vol 16 (9) ◽

pp. 98

Author(s):

Li Li ◽

Jingya Zhang

Keyword(s):

Undergraduate Students ◽

Psychological Contract ◽

Working Hours ◽

Delegation Of Authority ◽

Working Lives ◽

Flexible Working Hours ◽

Flexible Working ◽

Study Participants ◽

The Relationship ◽

New Hires

This study explores Chinese university students’ perception of psychological contract. Using questionnaires and a quantitative approach, the study indicates that money issues, rewarding work, delegation of authority and flexible working hours are of utmost importance to these students. The study participants will start their working lives in one or two years. Knowledge of their perceived psychological contract has implications for human resource management hoping to improve the relationship between employer and new hires.

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Work-Life Balance, Employee Job Performance and Satisfaction Among Doctors and Nurses in Malaysia

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v9i4.15697 ◽

2019 ◽

Vol 9 (4) ◽

pp. 306 ◽

Cited By ~ 1

Author(s):

Oscar Dousin ◽

Ngan Collins ◽

Balvinder Kaur Kler

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Working Hours ◽

Work Life ◽

Supportive Supervision ◽

Life Balance ◽

Flexible Working Hours ◽

Flexible Working ◽

The Relationship ◽

Doctors And Nurses

In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

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

Economic Annals ◽

10.2298/eka1611099u ◽

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.

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

Sustainability ◽

10.3390/su13094719 ◽

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.

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

Business Inform ◽

10.32983/2222-4459-2021-1-207-212 ◽

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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