Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Chung, Heejung; Horst, Mariska van der

doi:10.1007/s11205-018-2028-7

Cited by 81 publications

(89 citation statements)

References 62 publications

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“…In fact, recent studies have shown that flexible working increases work intensity, working hours, and overtime [34,35]. This type of control over one's work could have also been given to workers alongside other responsibility, and possibly increased workload as well [36]. We also found a significant difference in perceived job autonomy in that it increased after the transition to open work spaces including ABW.…”

Section: Differences In Job Demands and Job Resources After The Transmentioning

confidence: 49%

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: Differences In Job Demands and Job Resources After The Transmentioning

confidence: 49%

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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“…Fathers are most likely to use flexitime and telework, i.e. arrangements that predominantly give workers more control over their work, possibly for performance enhancing purposes (Lott and Chung 2016;Lott 2018;Chung and Van der Horst 2018a). On the other hand, women, especially mothers were more likely to take up part-time work and other working time reducing arrangements (such as job sharing, temporary reduction of working hours, term-time only), which is the most important factor explaining why workers experience negative career outcomes when working flexibly.…”

Section: Conclusion and Discussionmentioning

confidence: 99%

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

2018

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This study examines the prevalence and the gender differences in the perceptions and experiences of flexibility stigma-i.e., the belief that workers who use flexible working arrangements for care purposes are less productive and less committed to the workplace. This is done by using the 4th wave of the Work-Life Balance Survey conducted in 2011 in the UK. The results show that 35% of all workers agree to the statement that those who work flexibly generate more work for others, and 32% believe that those who work flexibly have lower chances for promotion. Although at first glance, men are more likely to agree to both, once other factors are controlled for, women especially mothers are more likely to agree to the latter statement. Similarly, men are more likely to say they experienced negative outcomes due to co-workers working flexibly, while again mothers are more likely to say they experienced negative career consequences due to their own flexible working. The use of working time reducing arrangements, such as part-time, is a major reason why people experience negative career outcomes, and can partially explain why mothers are more likely to suffer from such outcomes when working flexibly. However, this relationship could be reverse, namely, the stigma towards part-time workers may be due to negative perceptions society hold towards mothers' commitment to work and their productivity. In sum, this paper shows that flexibility stigma is gendered, in that men are more likely to discriminate against flexible workers, while women, especially mothers, are more likely to suffer from such discrimination.

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“…In line with this, existing research refers to the 'flexibilitystigma,' whereby employees who use flexible work arrangements are perceived to be less committed to their work (e.g. Chung & van der Horst, 2018;Konrad & Yang, 2012;Williams et al, 2013). Almer et al (2004) showed in a vignette experiment that employees who used flexible work arrangements such as telework were viewed as being less likely to advance.…”

Section: Introductionmentioning

confidence: 99%

The non-use of telework in an ideal worker culture: why women perceive more cultural barriers

Lott

Abendroth

2020

Community, Work & Family

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The present study analyzes workers' non-use of telework in German workplaces. Recent research has focused mainly on the implications of telework for employees. Non-users of telework, and their reasons for non-use are under-researched. We ask to what degree cultural barriers, besides technical barriers, contribute to the non-use of telework. The analyses are based on the second wave (2014-15) of the German Linked Personnel Panel (LPP). Factor analyses confirm the importance of technical and cultural barriers for the non-use of telework. Linear regression analyses show that because men work more often than women in areas where telework is technically unfeasible, they are more likely not to use telework due to perceived job unsuitability. Women-independent of their status positions-are more likely to forgo telework due to perceived cultural barriers. In workplaces with a pronounced ideal worker culture, employees are more likely to forgo telework because they perceive cultural barriers. Finally, company-level work-life balance support diminishes the non-use of telework due to perceived cultural barriers.

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Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Cited by 81 publications

References 62 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

Gender, Flexibility Stigma and the Perceived Negative Consequences of Flexible Working in the UK

The non-use of telework in an ideal worker culture: why women perceive more cultural barriers

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