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Work Arrangements (work + arrangement)
Kinds of Work Arrangements Selected AbstractsROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTIONPERSONNEL PSYCHOLOGY, Issue 1 2002BARBARA L. RAU This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies. [source] The professionalism of practising law: A comparison across work contextsJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2008Jean E. Wallace Traditionally, the literature assumed that solo practitice best exemplifies the ideal professional work arrangement and that when professionals become salaried employees their professionalism is seriously threatened. The primary goal of this paper is to examine lawyers' sense of professionalism across two work contexts: solo practitioner offices and law firm settings. We also examine status distinctions within law firms, between associates and partners, and compare both to independent practitioners. Solo practitioners and law firm partners are similar on most key dimensions of professionalism, whereas the greatest contrasts occur between partners and associates within law firms. Partners and solo practitioners share similar experiences of autonomy and service as owner-managers, whereas partners and associates share greater collegiality among professionals, perhaps fostered through law firm cultures. All three groups report comparable amounts of variety in their work and are equally committed to the practice of law. The key factors that account for gaps in professionalism reflect the nature of law practices, primarily through time spent with corporate clients and pressure to generate profits. We conclude that different versions of lawyers' professionalism are influenced by the everyday aspects of their work and one version is not necessarily more professional than the other. Copyright © 2008 John Wiley & Sons, Ltd. [source] ROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTIONPERSONNEL PSYCHOLOGY, Issue 1 2002BARBARA L. RAU This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies. [source] Effective work-life balance support for various household structuresHUMAN RESOURCE MANAGEMENT, Issue 2 2010Lieke L. ten Brummelhuis Abstract Today's workforce encompasses a wide variety of employees with specific needs and resources when it comes to balancing work and life roles. Our study explores whether various types of work-life balance support measures improve employee helping behavior and performance among single employees, employees with a partner, and employees with a partner and children. Using a sample of 482 employees at 24 organizations, the results showed that the organization's work-family culture improved work performance among parents but reduced performance among singles. Singles' work outcomes improved, however, when they had access to flexible work arrangements, whereas couples benefited from their supervisors' social support. The results stress the importance of the employee's household structure when considering appropriate support for balancing work and life roles. © 2010 Wiley Periodicals, Inc. [source] Human resource manager insights on creating and sustaining successful reduced-load work arrangementsHUMAN RESOURCE MANAGEMENT, Issue 4 2008Alyssa Friede Although human resource managers have critical insights into the successful implementation of reduced-load work arrangements, relatively few studies focus on their perspective. These arrangements are a growing work form for employees who choose to work less than full-time with a commensurate decrease in salary. Qualitative data analysis was used to identify key success factors noted in interviews with 52 HR managers in 39 companies. Individual employee characteristics (e.g., self-regulatory work habits) were viewed as most critical. Also important were the design of the arrangement (e.g., clarifying the arrangement in advance) and workgroup relationships (e.g., positive supervisor-employee relationships). We conclude with eight new takeaways for HR managers on how to create and sustain successful reduced-load work arrangements and directions for future research and practice. © 2008 Wiley Periodicals, Inc. [source] The inclusion challenge with reduced-load professionals: The role of the managerHUMAN RESOURCE MANAGEMENT, Issue 3 2008Pamela Lirio Increased interest in reduced-load (part-time) work among professionals who want to have a life beyond work has led to new challenges for managers who must sustain productivity while also supporting employees. However, to date, little attention has been focused on exactly how managers facilitate effective implementation of these alternative work arrangements. This study presents findings from an interview study of 83 cases of reduced-load professionals in 43 organizations in the United States and Canada. Analysis of the interviews with both professionals and their managers surfaced recurrent themes that led to identification of five clusters of behaviors and five clusters of dispositions that capture the nature of managerial support in implementing reduced-load work. The ten categories of behaviors and dispositions expand on existing notions of supervisory support and provide new insight into the role of managers in fostering inclusiveness. Additional quantitative analyses found significant relationships between the success of the reduced-load arrangements and specific managerial behaviors and dispositions. © 2008 Wiley Periodicals, Inc. [source] Contextual factors in the success of reduced-load work arrangements among managers and professionalsHUMAN RESOURCE MANAGEMENT, Issue 2 2002Mary Dean Lee The purpose of this study was to consider the role of contextual factors, particularly those related to HR policies and practices, in the success of eighty-two professionals and managers working on a reduced-load basis. Results revealed agreement among senior managers, coworkers, direct reports, and reduced-load managers and professionals themselves that the alternative work arrangements were successful. The key factors seen as facilitating success included individual characteristics and behaviors as well as contextual factors related to job content, work group, organizational culture, and human-resource policies and practices. © 2002 Wiley Periodicals, Inc. [source] The status of research on teleworking and an agenda for future researchINTERNATIONAL JOURNAL OF MANAGEMENT REVIEWS, Issue 2 2001Yehuda Baruch Teleworking is a relatively new mode of alternative work arrangements. During its short life, the study of teleworking gained considerable attention in the literature for both its academic relevance and its practical implications for management. This paper provides a comprehensive review of the developments in this area, studying the nature of teleworking, its antecedents, processes and outcomes. Different models and perspectives are presented and analysed with emphasis shared between both positive and negative aspects. Directions for future research on teleworking issues, as well as recommendations for a new research agenda, are offered within a framework of Why, What and How to explore the future of teleworking. [source] Working at the boundary between market and flexicurity: Housekeeping in Danish hotelsINTERNATIONAL LABOUR REVIEW, Issue 4 2009Tor ERIKSSON Abstract. Though housekeeping in Danish hotels is unskilled, low-paid work, because of Denmark's compressed wage structure it is comparatively well paid. The authors examine the working conditions and experience of housekeepers in eight hotels of various types, to establish the industry's response to growing competition and pressure to restructure. Approaches include reorganizing work, increased work intensity, outsourced and in-house housekeeping, and Denmark's own "flexicurity". Flexible work arrangements, job security and in-kind social benefits prove to compensate for scanty unemployment insurance and career prospects. [source] Temporary Liaisons: The Commitment of ,Temps' Towards Their Agencies*JOURNAL OF MANAGEMENT STUDIES, Issue 3 2005Gerla Van Breugel abstract The majority of research on organizational commitment has focused on commitment in traditional, ongoing and open-ended relationships. The commitment of employees in non-standard work arrangements such as temporary employment has been subject to much less theoretical and empirical investigation. In this study, we examine the affective and continuance commitment of temporary workers towards their agency and its determinants. We distinguish two groups of determinants: the process by which the temporary worker chose a particular agency and the support provided by the agency. The findings can be summarized as follows: (1) affective commitment among temps is generally higher than their continuance commitment; (2) having more alternative agencies to choose from (i.e., volition) does not enhance the commitment of temporary workers; (3) a public choice for a particular agency raises both types of commitment, whereas the perceived agency dependence created by the choice increases continuance, but not affective commitment; and (4) both types of commitment are positively influenced by agency supportiveness, reflected in the way the agency deals with problems, the career support it provides, and the way it keeps in close contact with its temporary workers. Finally, the results suggest that factors raising affective commitment may ,spill over' to increase continuance commitment. [source] Balancing exploration and exploitation in alternative work arrangements: a multiple case study in the professional and management services industryJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2008Jean-Baptiste Litrico In this inductive study we investigate the local context surrounding professionals choosing to work on a reduced-load basis. We analyze qualitative data collected from key individuals (spouse, boss, co-worker, and HR manager) composing a network around several professionals working reduced load in the professional and management services industry. We describe the interactions in this network using the concepts of exploration and exploitation in four contexts (organization, workgroup, individual, and family). We also identify three emergent patterns of cross-level distribution of exploration and exploitation across contexts, labeled Solo Performance, Organic Fluid Adjustment, and Orchestrated Cooperation. Each of these patterns illuminates a specific form of interaction between the dynamics of exploration and exploitation across contexts. We examine the different outcomes of each pattern for the organization, the individual, and the family. Implications of the findings for theories of work-family interaction, organizational learning, and the organization of work in the professional and management services industry are discussed. Copyright © 2008 John Wiley & Sons, Ltd. [source] Flexible work bundles and organizational competitiveness: a cross-national study of the European work contextJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 8 2005Eleni T. Stavrou The present study explores the categorization of flexible work arrangements (FWAs) into bundles and their connection to organizational competitiveness in the European Union. The measures of competitiveness were performance, turnover, and absenteeism. Four moderators were used in the study, organization sector, industry sector, organization size, and organizational women-supportiveness. The analyses revealed four FWA Bundles, namely Non-Standard Work Patterns, Work Away from the Office, Non-Standard Work Hours and Work Outsourced. Non-Standard Work Patterns were found to be related to decreased turnover (in the private sector), while Work Away from the Office was related to improved performance and reduced absenteeism. Non-Standard Work Hours and Work Outsourced (within the public sector) were positively related to turnover, suggesting that these types are possibly not being used as true flexibility arrangements. Finally, post-hoc analysis revealed that Non-Standard Work Hours was related to increased performance only among Swedish organizations. Implications for management and future research are discussed. Copyright © 2005 John Wiley & Sons, Ltd. [source] WORKPLACE RESTRUCTURING AND URBAN FORM: THE CHANGING NATIONAL SETTLEMENT PATTERNS OF THE CANADIAN WORKFORCEJOURNAL OF URBAN AFFAIRS, Issue 1 2010MARKUS MOOS ABSTRACT:,This article examines the relationship between emerging work arrangements and national settlement patterns. While growth is centralized in large cities, social commentators continue to suggest that workplace restructuring,facilitated by technological progress,encourages more dispersed settlement patterns, evoking concern about the environmental sustainability of the trend. Multivariate analysis using Canadian census data shows that with the exception of self-employed professionals, the home workers, and self-employed in nonmanual occupations have a lower tendency to reside in large cities than otherwise similar wage and salary earning commuters. However, household mobility and temporal trends suggest that workplace restructuring is not dispersing workers away from large cities by inducing mobility, but that take-up is higher in more remote areas. It is argued that workplace restructuring permits more dispersed national settlement patterns than if workers needed to move to large cities for proximity to employment growth. The article reflects on the implications of the findings for urban sustainability policies that promote compact urban forms and the policies that emphasize consumption amenities of cities to attract mobile workers. [source] ROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTIONPERSONNEL PSYCHOLOGY, Issue 1 2002BARBARA L. RAU This paper challenges a popular assumption that organizations with flexible work arrangements are more attractive to job seekers than those with a standard work arrangement. Drawing on boundary theory, we suggest that the attractiveness of these arrangements depends in part on job seekers' interrole conflict. Subjects were 142 MBA students at a midsized midwestern university. Those with high role conflict were more attracted to an organization when flextime was offered than when it was not. Those with low role conflict, however, were just slightly less attracted to an organization when flextime was offered. Conversely, subjects with low role conflict were more attracted to an organization when telecommuting was offered than when it was not; subjects with high role conflict were indifferent. These results suggest that organizations should understand the needs of their targeted applicant pool and carefully consider recruitment implications of work arrangements when analyzing costs associated with these policies. [source] Meeting the challenges of an aging workforceAMERICAN JOURNAL OF INDUSTRIAL MEDICINE, Issue 4 2008Michael Silverstein MD Abstract Background Demographic, labor market and economic forces are combining to produce increases in the number and percentage of U.S. workers 55 and older. In some ways these workers will be our most skilled and productive employees but in others the most vulnerable. Methods The literature on aging and work was reviewed, including demographic trends, physical and cognitive changes, safety and performance, work ability, and retirement patterns. Results and Conclusions Older workers have more serious, but less frequent, workplace injuries and illnesses than younger ones. There is evidence that many of these problems can be prevented and their consequences reduced by anticipating the physical and cognitive changes of age. Many employers are aware that such efforts are necessary, but most have not yet addressed them. There is a need for implementation and evaluative research of programs and policies with four dimensions: the work environment, work arrangements and work-life balance, health promotion and disease prevention, and social support. Employers who establish age-friendly workplaces that promote and support the work ability of employees as they age may gain in safety, productivity, competitiveness, and sustainable business practices. Am. J. Ind. Med. 51:269,280, 2008. © 2008 Wiley-Liss, Inc. [source] Contingent and Non-Contingent Working in Local Government: Contrasting Psychological ContractsPUBLIC ADMINISTRATION, Issue 1 2002Jacqueline A-M. Given that the contingent worker is likely to be a familiar presence in the public service workplace of the future, this paper explores the consequences of contingent work arrangements on the attitudes and behaviour of employees using the psychological contract as a framework for analysis. Drawing upon survey evidence from a sample of permanent, fixed term and temporary staff employed in a British local authority, our results suggest that contract status plays an important role in how individuals view the exchange relationship with their employer and how they respond to the inducements received from that relationship. Specifically, contingent employees are less committed to the organization and engage in organizational citizenship behaviour (OCB) to a lesser degree than their permanent counterparts. However, contrary to our hypothesis, the relationship between the inducements provided by the employer and OCB is stronger for contingent employees. Such findings have implications for the treatment of contingent and non-contingent employees in the public services. [source] Benchmarking the Use of Telework Arrangements in CanadaCANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 2 2006Linda Schweitzer Abstract This paper uses data collected in 1999 and 2001 from over 20,000 employees and 6,300 workplaces by Statistics Canada and HRDC as part of their Workplace and Employee Survey (WES) to provide quality estimates of the number of teleworkers in Canada at the turn of the millennium. Characteristics of companies who offer telework arrangements and the employees who use them are also explored. These data will allow Canadian companies to benchmark their use of telework arrangements to national and international data. Such information is critical to both public and private sector employers, as abundant evidence exists to suggest that organizations that support the use of telework and other alternate work arrangements will be more able to attract and retain knowledge workers. Résumé La présente étude est une évaluation du nombre des télé-travailleurs au Canada en ce début de millénaire. Elle se sert des données collectées en 1999 et 2001 par Statistique Canada et la DRHC auprès de 20 000 employés et 6300 lieux de travail. L'étude examine également les caractéristiques des entreprises qui offrent des régimes de télétravail et des employés qui les utilisent. Les résultats permettront aux entreprises canadiennes de comparer leur utilisation des régimes de télétravail aux régimes nationaux et internationaux. Ces résultats seront d'autant plus utiles aux employeurs des secteurs privés et publics, que d'après plusieurs recherches les entreprises qui utilisent le télétravail et les autres régimes de travail de rechange seront plus en mesure d'attirer et de retenir les travailleurs intellectuels. [source] | ||||||||||