A study on employee experience with shift work

Skýpalová, Renata; Šikýř, Martin; Urban, R.

doi:10.14254/2071-789x.2022/15-3/8

Cited by 4 publications

(2 citation statements)

References 53 publications

(56 reference statements)

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“…Conversely, there are researchers who criticize cohort theory based on the assumption that no cohort can be seen as homogenous and that not every member of a particular cohort is influenced in the same way by the political, economic, and social environment. They speculate that perhaps these differences should be attributed to life cycle, age, or stage in life instead of generational cohorts [60][61][62].…”

Section: -2-discussionmentioning

confidence: 99%

Human Resource Management across Generations within the Context of World of Work 4.0

Skýpalová¹,

Stojanová

Troger

et al. 2023

Emerg Sci J

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The aim of the paper is to evaluate the expectations of cohorts of workers from Generations X, Y, and Z with regards to their perceptions of what a "good workplace" is. Two research questions were formulated accordingly. Respondents representing workers from Generations X, Y, and Z, from Italy and Austria, were asked to consider and rate (on a 1-5 scale) eighteen criteria on work environment and managerial approach. Multi-sample testing was applied during processing with the ANOVA and Shapiro-Wilk and the Kruskal-Wallis test was subsequently used for multi-sample testing. The findings show that the most popular criterion for all three generational cohorts is "good work atmosphere", followed by "all employees are valued, treated, and rewarded fairly". Interestingly, generational differences were observed for "customer orientation", which was more important for Generation X, and "autonomous organization of work (time)", which was more important for Generations Y and Z. The most surprising result was the significance of corporate image, with less than 4% identifying this as an important issue across all three generations. These findings can help human resource managers create appropriate working environments and motivational tools that meet the real expectations of employees. Doi: 10.28991/ESJ-2023-07-03-013 Full Text: PDF

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Section: -2-discussionmentioning

confidence: 99%

Human Resource Management across Generations within the Context of World of Work 4.0

Skýpalová¹,

Stojanová

Troger

et al. 2023

Emerg Sci J

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show abstract

“…Working from home has become a crucial issue of research studies since the COVID-19 outbreak. Many studies focused on recommendations for both employees and employers regarding worklife balance (Oliveira et al, 2020;Hoke et al, 2022;Skýpalová et al, 2022), better work organization (Grmanová & Ivanová, 2021), bigger flexibility in working hours, not overloading workers to better manage family demands (Smite et al, 2023), or providing the digital tools and equipment being necessary to work from home (Holzgreve et al, 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

The impact of home office on employee productivity and work balance

Grenčíková,

Španková,

Kordoš

2024

Problems and Perspectives in Management

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The implementation of the home office has changed the organization of work not only during the pandemic but also permanently, so it is considered challenging to explore the effects on work processes and the value orientation of employees. This study aims to identify the employees’ subjective perceptions of work productivity, as well as the advantages and disadvantages of home office during each wave of the COVID-19 outbreak, by taking into account the views of each generational cohort. The paper analyzes the effects of the home office on employee productivity in Slovak firms and its impacts on private life. Descriptive statistical methods were used to process the data obtained by questionnaire survey, conducted in several phases from September 1, 2020, till August 20, 2022, on a sample of 1167 respondents reached by random selection. The questionnaire was distributed through social network sites and targeted at people who use information and communication technologies, which is a requirement of the home office. The hypothesis was verified using the chi-square test. Based on the survey results, workers who use home offices feel isolated and prefer a combined form of work; they lack social contact, which reflects negatively on their mental health. The combined form of work also significantly impacts the sustainability of work productivity. The study recommends that organizations ensure work-life balance, understanding the particular generations working within the home office.

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The paradox of flexibility: Unraveling the impact of flexible work arrangements on affective commitment during the COVID-19 pandemic

Kamp,

Tirrel,

Winnen

2024

Economics &Amp; Sociology

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Due to technological progress and the COVID-19 pandemic, flexible work arrangements (FWA) have spread enormously. Thus, many companies offer different forms of flexible work now. The aim of the study is to analyze the consequences for employees' affective commitment brought on by FWA. In order to effectively establish FWA, support is needed from the manager. Transformational leadership can be seen as a supportive and facilitating leadership style in this context. In addition, FWA change the way people work together, especially in terms of informal communication. Therefore, informal communication and transformational leadership were analyzed as possible mediators or moderators. Partial least squares structural equation modeling (PLS-SEM) was used on a sample of 224 German employees. The study results indicated that FWA are statistically significantly negatively associated with affective commitment. The role of informal communication as a mediator as well as the role of transformational leadership as a moderator were not confirmed. This study examined the impact of FWA on affective commitment during the COVID-19 pandemic, as existing research findings had been inconsistent regarding the direction of that relationship to date. Moreover, this is the first study examining the effects of informal communication and transformational leadership in this research stream.

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A study on employee experience with shift work

Cited by 4 publications

References 53 publications

Human Resource Management across Generations within the Context of World of Work 4.0

Human Resource Management across Generations within the Context of World of Work 4.0

The impact of home office on employee productivity and work balance

The paradox of flexibility: Unraveling the impact of flexible work arrangements on affective commitment during the COVID-19 pandemic

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