Effects of new ways of working on work hours and work location, health and job-related outcomes

Nijp, Hylco H.; Beckers, Debby G. J.; Voorde, Karina Van De; Geurts, Sabine A. E.; Kompier, Michiel A. J.

doi:10.3109/07420528.2016.1167731

Cited by 91 publications

(116 citation statements)

References 32 publications

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“…As an explanation, it may need more time for flexible work arrangements to have a significant influence on the need for recovery than expected. Previous studies showed small effects on employees' perceptions of exhaustion or fatigue [1,44,45]. Ten Brummelhuis et al (2012) reported no direct associations between working in an ABW environment and daily exhaustion [1].…”

Section: Relations Between Flexible Work Arrangements and Wellbeing Omentioning

confidence: 99%

Flexible work arrangements in open workspaces and relations to occupational stress, need for recovery and psychological detachment from work

Mache

Servaty

Harth

2020

J Occup Med Toxicol

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Background: The trend is going into the direction of flexible work arrangements in open workspaces in which employees can decide where and when to work. The aim of this study was to analyze effects of a transition to open workspaces including Activity Based Working (ABW) on employees' working conditions and their levels of occupational stress, need for recovery and psychological detachment from work. Methods: Employees of a large technology company responded to a baseline and two follow-up measurements over one year. Data were collected via online survey assessing the employees' mental demands, workload, job autonomy, support from supervisor, team collaboration, satisfaction with communication climate and three well-being outcomes (occupational stress, need for recovery and psychological detachment from work). Descriptive statistical analyses, analyses of variance and regression analyses were applied to test the hypotheses. Results: Significant differences in working conditions were found after the transition, e.g. reduced mental demands, but an increased workload. Job autonomy, team collaboration and satisfaction with communication climate increased. Levels of occupational stress decreased significantly over time. Regression analyses revealed substantial associations between flexible work arrangements, job resources and occupational stress. Conclusion: The results contribute to the current knowledge on flexible work arrangements in open work spaces. They can be used to design future work settings aimed at increasing employees' well-being and job performance. Further practical implications and recommendations for future research are discussed.

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Section: Relations Between Flexible Work Arrangements and Wellbeing Omentioning

confidence: 99%

Flexible work arrangements in open workspaces and relations to occupational stress, need for recovery and psychological detachment from work

Mache

Servaty

Harth

2020

J Occup Med Toxicol

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“…It also applies broadly across cultures. For example, organizations in the Netherlands are developing "new ways of working" which offer different forms of flextime and flexplace work options (Nijp, Beckers, van de Voorde, Geurts, & Kompier, 2016). Nijp et al (2016: 605) contrast the "sunny perspective" and the "gloomy perspective."…”

Section: Mechanism 3: Spillovermentioning

confidence: 99%

Work–Family Backlash: The “Dark Side” of Work–Life Balance (WLB) Policies

Perrigino¹,

Dunford²,

Wilson³

2018

ANNALS

105

125

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Although continuing to capture the attention of scholars, the study of "work-family backlash" remains plagued by a lack of conceptual clarity. As a result, there is growing evidence to suggest that there is a dark side to work-life balance (WLB) policies, but these findings remain scattered and unorganized. We provide a synthesis of this literature, defining work-family backlash as a phenomenon characterized by negative attitudes, negative emotions, and negative behaviors-either individual or collective-associated with WLB policies [i.e., on-site provisions, leave policies, and flexible work arrangements (FWAs)] within organizations. We conceptualize and define four primary mechanisms involving multiple levels of analysis through which the phenomenon operates. More micro levels of analysis within organizations are characterized by (1) an inequity mechanism, (2) a stigma mechanism, and (3) a spillover mechanism. Although less developed in the literature to date, more macro levels of analysis-including the organization and societal levels-are characterized by (4) a strategic mechanism. We explain these four primary mechanisms-including the theories and literatures on which they are grounded-and develop an original conceptual model to catalyze future research. 600

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“…However, few studies have examined whether this concept actually promotes these positive work condition consequences (van der Voordt 2004) and the results are inconsistent (de Been and Beijer 2014;Gorgievski et al 2010;Nijp et al 2016). Furthermore, there is a lack of longitudinal case studies following relocation from OPOs to ABWs with pre-and post-measures of work conditions, satisfaction and performance (Wohlers and Hertel 2016).…”

Section: Settingmentioning

confidence: 99%

Perceptions of performance and satisfaction after relocation to an activity-based office

Rolfö¹,

Eklund²,

Jahncke

2017

Ergonomics

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Many companies move from open-plan offices (OPO) to activity-based workplaces (ABWs). However, few studies examine the benefits and drawbacks following such a change. The aim of this study was to explore how physical conditions, office use, communication, privacy, territoriality, satisfaction and perceived performance change following a company's relocation from an OPO to an ABW. A mixed methods approach included pre-and post-relocation questionnaires and post-relocation focus groups, individual interviews and observations. The questionnaires enabled comparisons over time (n = 34) and broader analyses based on retrospective ratings of perceived change (n = 66). Results showed that satisfaction with auditory privacy, background noise, air quality, outdoor view and aesthetics increased significantly after relocation. Negative outcomes, such as lack of communication within teams, were perceived as being due to the high people-to-workstation ratio and lack of rules. Overall satisfaction with the physical work environment increased in the ABW compared to the OPO. Perceived performance did not change significantly.Practitioner Summary: Activity-based workplaces (ABWs) are commonly implemented although their effects on performance and well-being are unclear. This case study gives advice to stakeholders involved in office planning. Despite shortcomings with the people-to-workstation ratio and rules, employees showed improved satisfaction with auditory privacy and aesthetics in the ABW compared with the previous open-plan office.

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Effects of new ways of working on work hours and work location, health and job-related outcomes

Cited by 91 publications

References 32 publications

Flexible work arrangements in open workspaces and relations to occupational stress, need for recovery and psychological detachment from work

Flexible work arrangements in open workspaces and relations to occupational stress, need for recovery and psychological detachment from work

Work–Family Backlash: The “Dark Side” of Work–Life Balance (WLB) Policies

Perceptions of performance and satisfaction after relocation to an activity-based office

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