an article by Daniel Possenriede and Wolter H.J. Hassink (Utrecht University School of Economics and IZA) and Janneke Plantenga (Utrecht University School of Economics) published in IZA Journal of Labor Policy Volume 5 2016 Article 16
Abstract
In recent years, many employees have gained more control over temporal and locational aspects of their work via a variety of flexible work arrangements, such as flexi-time and telehomework. This temporal and locational flexibility of work (TLF) is often seen as a means to facilitate the combination of work and private life.
As such it has been recommended as a policy to increase the average number of working hours of part-time workers. To the best of our knowledge, the effectiveness of this policy instrument has not been tested empirically yet.
We therefore analyse whether flexi-time and telehomework arrangements increase the number of actual, contracted, and preferred working hours. Based on Dutch household panel data, our results indicate that the link between TLF and working hours is quite weak.
Telehomework is associated with moderate increases in actual hours, but not in contracted or preferred hours. Flexi-time generally does not seem to be associated with an increase in hours worked. Despite positive effects on job satisfaction and working time fit, we do not find any convincing evidence of a positive effect of TLF on labour supply.
JEL classification: J22, J32, M52, M54
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Showing posts with label temporal_flexibility. Show all posts
Showing posts with label temporal_flexibility. Show all posts
Wednesday, 30 November 2016
Thursday, 2 May 2013
Homeworking: negotiating the psychological contract
an article by Alison M. Collins and Susan Cartwright (Lancaster University, UK) and Donald Hislop (Loughborough University, UK) published in Human Resource Management Journal Volume 23 Issue 2 (April 2013)
Abstract
This article explores the psychological contract of female clerical homeworkers who work from home full-time and are employed at a local authority.
Qualitative interviews were carried out with homeworkers and their supervisors.
Temporal flexibility was desired by all the homeworkers in order to achieve a better work–life balance, and was deemed important by women without children as well as those with childcare responsibilities.
Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co-workers.
Our findings suggest that employees perceive flexibility idiosyncratic deals of co-workers as fair as long as they achieve their own personal levels of temporal flexibility.
The potential implications for organisations are discussed.
Abstract
This article explores the psychological contract of female clerical homeworkers who work from home full-time and are employed at a local authority.
Qualitative interviews were carried out with homeworkers and their supervisors.
Temporal flexibility was desired by all the homeworkers in order to achieve a better work–life balance, and was deemed important by women without children as well as those with childcare responsibilities.
Our findings highlight that homeworkers were able to negotiate their own idiosyncratic deals with line managers in order to attain their desired levels of temporal flexibility. However, the issue of flexibility remains ambiguous with some supervisory staff being more comfortable with the concept than others, leading to some homeworkers enjoying different levels of temporal flexibility than their co-workers.
Our findings suggest that employees perceive flexibility idiosyncratic deals of co-workers as fair as long as they achieve their own personal levels of temporal flexibility.
The potential implications for organisations are discussed.
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