A Brief History of Long Work Time and the Contemporary Sources of Overwork

Golden, Lonnie

doi:10.1007/s10551-008-9698-z

Cited by 120 publications

(63 citation statements)

References 75 publications

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“…United Kingdom and United States) which regard the growth of gross domestic product (GDP) as an unmitigated good, and encourage deregulation, low taxes and privatization, on the basis that individuals are best able to flourish by maximizing earnings (James, 2008). This ideology displays excessive faith in consumption as a means of meeting human needs, drives people to work longer hours and over-values paid work and economic contribution to society, at the expense of social contributions via family, community, leisure and education (Golden, 2009;Jackson, 2009;Pfeffer, 2010;Schor, 2011). Glucksmann (2005) notes that our definition of work is biased towards the economic and excludes the unpaid family and community labour traditionally performed by women.…”

Section: Institutional Driversmentioning

confidence: 99%

Extreme work, gendered work? How extreme jobs and the discourse of ‘personal choice’ perpetuate gender inequality

2015

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This review sets extreme jobs in the context of the institutional, occupational, organizational and individual drivers of long hours and work intensification and identifies the consequences for gender equality, human sustainability and long-term productivity. We suggest that extreme jobs derive not from the 'nature' of managerial and professional work but from working practices and occupational discourses which have developed to suit the gendered norms of 'ideal workers'. These practices and discourses encourage long hours rather than working-hours choices. Extreme jobs extend the gendered division of labour and increase the separation of work and non-work spheres; they are a structure of gender inequality. This review suggests that future research should seek to identify alternative but business-neutral working practices which contest the extreme 'nature' of managerial and professional work, measure the social value of non-work activities and deepen our understanding of the personal and social significance of non-work identities other than motherhood, and disentangle situational motivation, work passion and workaholism as motives for devoting long hours to work so that impacts on well-being and productivity can be more clearly understood.

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Section: Institutional Driversmentioning

confidence: 99%

Extreme work, gendered work? How extreme jobs and the discourse of ‘personal choice’ perpetuate gender inequality

2015

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“…In 2008, Lonnie Golden published an article that analyzes the roots of workers' overwork from the perspective of a brief history of US working hours. The supply of worker labor time is defined as the expected number of working hours, in addition to economic factors such as wages and bonuses, cultural factors, personality characteristics, job promotion, job occupation development incentive value, workplace status, employer preference and society, these factors will affect the workers' expectation hours and cause workers to overwork [5]. In 2013, Cha from the point of the characteristics of the work, indicating that the different types of workers working hours there are differences in professional and management of the staff is more likely to over-labor situation [6].…”

Section: Europe and The United States' Excessive Labor Research Situamentioning

confidence: 99%

A Brief Analysis of the Present Situation of the Research on Excessive Labor

Liu¹,

Pei²

2017

Proceedings of the 2017 2nd International Conference on Modern Management, Education Technology, and Social Science (MMETSS 201

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Abstract. The study of the problem of over labor in China is mainly derived from Japan, so the paper will separate Europe and the United States alone in the analysis of foreign research progress. For the convenience of comparison, the research of overwork problem in Japan and Europe and the United States are divided into three aspects, including Origin and definition of the study on overwork, focus of the overwork study and the influencing factors of the overwork. The paper elaborates the research status of China from five aspects, including origin, research object, measurement, influencing factors and the consequences. According to the data of "2015 China Labor Statistics Yearbook", finds that the research of China's overwork can be carried out from the following four aspects: expand and further the research object, standardize the excessive labor scale, increase the analysis factor of gender, strengthen the measuring analysis of the economic loss caused by overwork.

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“…For this purpose, the largest relevant subunit is that of a single week, as professional workers regularly assess a job's fringe benefits according to how many weeks of vacation they receive each year, and government agencies and researchers often track this data. The number of weeks worked per year varies significantly across nations and cultures [13].…”

Section: A the Significance Of A Year As A Temporal Unitmentioning

confidence: 99%

“…Here, too, there is significant variation across nations and cultures and between specific jobs [13]. For example, an American law firm will likely expect attorneys to work more than 50 hours per week [14], while employees of high-tech Silicon Valley firms are routinely expected to work over 100 hours per week when project deadlines are approaching [15].…”

Section: B the Significance Of An Hour As A Temporal Unitmentioning

confidence: 99%

A Fractal Measure for Comparing the Work Effort of Human and Artificial Agents Performing Management Functions

Gladden

2014

Annals of Computer Science and Information Systems

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Abstract-Thanks to the growing sophistication of artificial agent technologies, businesses will increasingly face decisions of whether to have a human employee or artificial agent perform a particular function. This makes it desirable to have a common temporal measure for comparing the work effort that human beings and artificial agents can apply to a role. Existing temporal measures of work effort are formulated to apply either to human employees (e.g., FTE and billable hours) or computer-based systems (e.g., mean time to failure and availability) but not both. In this paper we propose a new temporal measure of work effort based on fractal dimension that applies equally to the work of human beings and artificial agents performing management functions. We then consider four potential cases to demonstrate the measure's diagnostic value in assessing strengths (e.g., flexibility) and risks (e.g., switch costs) reflected by the temporal work dynamics of particular managers. I. THE NEED FOR A COMMON TEMPORAL MEASURE OF WORK EFFORTHE increasing power and sophistication of artificial agent technology is allowing businesses to employ artificial agents in a growing number of roles. Artificial agents are no longer restricted simply to performing logistical functions such as resource scheduling, but are now capable of more complex interpersonal workplace behavior such as using social intelligence to effectively manage the limitations, abilities, and expectations of human employees [1], recognizing and manifesting culture-specific behaviors in interactions with human colleagues [2], and assessing the performance of human members of virtual teams [3]. It is thus gradually becoming more feasible to design artificial agents capable of performing the four key functions carried out by human managers, which are planning, organizing, leading, and controlling [4]. TAs a result of such recent and anticipated future advances, businesses will increasingly be faced with concrete decisions about whether, for example, the manager of a new corporate call center should be an experienced human manager or the latest artificial agent system. Such decisions will be shaped by a large number of strategic, financial, technological, political, legal, ethical, and operational factors. One particular element to be taken into account is that of temporal work effort: i.e., how much time would a human manager actually be able to dedicate to carrying out the necessary work functions, given the fact that physiological, cultural, legal, and ethical constraints limit the number of hours per week that a human being is capable of working? Similarly, how much time would an artificial agent be able to dedicate to carrying out the necessary work functions, given the fact that scheduled maintenance or unscheduled outages can limit the uptime of computer-based systems? Knowing how much time per day (or week, or other relevant time interval) a manager will be available to carry out his or her functions of planning, organizing, leading, and controlling becomes espe...

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A Brief History of Long Work Time and the Contemporary Sources of Overwork

Abstract: working hours, working time, overwork, labor supply, hours constraints, labor history, workaholism, B25, J22, J28,

Cited by 120 publications

References 75 publications

Extreme work, gendered work? How extreme jobs and the discourse of ‘personal choice’ perpetuate gender inequality

Extreme work, gendered work? How extreme jobs and the discourse of ‘personal choice’ perpetuate gender inequality

A Brief Analysis of the Present Situation of the Research on Excessive Labor

A Fractal Measure for Comparing the Work Effort of Human and Artificial Agents Performing Management Functions

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