Doing more with less? Flexible working practices and the intensification of work

Abstract

This article examines an unanticipated consequence of adopting flexible working practices -that of work intensification. Based on a study of professional workers and in line with other studies, we present evidence showing that flexible workers record higher levels of job satisfaction and organizational commitment than their nonflexible counterparts. However, we also report evidence of work intensification being experienced by both those who work reduced hours and those who work remotely. We identify three means by which this intensification occurs -imposed intensification, enabled intensification and intensification as an act of reciprocation or exchange. We argue that the apparent paradox of high job satisfaction and organizational commitment, alongside work intensification can be explained by employees trading flexibility for effort. Using social exchange theory we propose that employees respond to the ability to work flexibly by exerting additional effort, in order to return benefit to their employer.

‘Fit’ for telework’? Cross-cultural variance and task-control explanations in organizations’ formal telework practices

“…In any case, it should be recognized that the increasingly obscured and strengthened management control systems employed in telework practices can also have dark sides, such as work intensification and enhanced stress (Kelliher & Anderson, 2010), also opening up possibilities for electronic monitoring and surveillance (Holland et al, 2015), which may negatively affect well-being, trust, and engagement. Stakeholders all over the globe, therefore, have to find a balance between the smart and dark sides of telework, and make use of technologies to create new work environments that satisfy individuals' psychological needs for autonomy, competence, and relatedness (Deci & Ryan, 2000).…”

Antecedentes e consequências dos conflitos entre trabalho e família

“…Com relação à questão da flexibilidade, alguns autores vêm sugerindo que a adoção de horários de trabalho flexíveis por parte das empresas tem, na verdade, promovido a intensificação do trabalho (Kelliher & Anderson, 2010), uma vez que a fragmentação de períodos de trabalho, embora conveniente, pode acabar levando o profissional a se ocupar em horários atípicos, como à noite, nos finais de semana e nos feriados (Rosso, 2008). Em linha com esse resultado, Premeaux et al (2007) também não encontraram suporte para a hipótese de uma relação negativa entre autonomia no trabalho e conflito trabalho-família.…”

Workplace Flexibility across the Lifespan

“…As we described in the introduction, there is a tension between the seemingly active, external regulation that flexibility may offer to employees, while they have to internally regulate themselves in order to meet performance goals set by the organization. Therefore, enhanced autonomy as a result of increasing flexibility may even contribute to work intensification (Kelliher & Anderson, 2010), as flexible work schedules and flexible workspaces may imply that there are no boundaries anymore between work and private life, thereby decreasing external regulation options (cf. Ferguson et al, 2015).…”

“…The employer's perspective may lead to a clash with the employee perspective, when organizational flexibility is narrowly translated towards the employee through an expansion of working times (Hyman et al, 2005;Kelliher & Anderson, 2010). Another clash may arise when organizations train their employees to become flexible within the organization and to be able to conduct many different tasks, while employees may have specific needs towards development of their professional skills, aimed at increasing their employability outside the organization (Way et al, 2015).…”