Theory and Practice of Flexible Work: Organizational and Individual Perspectives. Introduction to the Special Issue

Dettmers, Jan; Kaiser, Stephan; Fietze, Simon

doi:10.5771/0935-9915-2013-3-155

Cited by 18 publications

(19 citation statements)

References 43 publications

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“…En relación a este último punto, la revisión de la bibliografía especializada ha reconocido un renovado interés por evaluar la flexibilidad laboral al interior de las organizaciones desde diversas perspectivas (Dettmers, Kaiser, & Fietze, 2013), indagando por las actitudes de los empleados frente a este, la disponibilidad de este tipo de políticas y el uso de uno o varios acuerdos de Trabajo Flexible. Sin embargo, a pesar de tal profusión de instrumentos, la falta de un marco teórico integrador del constructo ha tenido consecuencias en los modos de operacionalizar y medir el Trabajo Flexible (Gabini, 2016).…”

Section: Discussionunclassified

“…En las últimas décadas, la literatura en el tema ha dado cuenta de un renovado interés por evaluar la flexibilidad laboral al interior de las organizaciones (Dettmers, Kaiser, & Fietze, 2013), en tanto es cada vez mayor el número de trabajadores se ven obligados a atender responsabilidades familiares mientras se encuentran en horarios de trabajo (Shagvaliyeva & Yazdanifard, 2014). La bibliografía consultada da cuenta de una variedad de instrumentos que miden algunos aspectos relacionados con el Trabajo Flexible como: a. las actitudes de los empleados frente al mismo b. la disponibilidad de este tipo de políticas c. el uso de uno o varios acuerdos de Trabajo Flexible.…”

Section: Medición Del Trabajo Flexibleunclassified

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Trabajo flexible: Instrumento para su medición

Gabini

2017

RIP

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El objetivo del presente estudio fue desarrollar y validar una escala para medir trabajo flexible. Una versión prototípica de la escala fue elaborada con base en la revisión bibliográfica y entrevistas con empleados. En primer lugar, esta versión fue aplicada a una muestra no probabilística de 87 trabajadores de diferentes organizaciones, para evaluar las características operativas de la escala. Se llevó a cabo una segunda fase de aplicación a efectos de analizar las propiedades psicométricas del instrumento desarrollado. En esta ocasión se trabajó sobre una nueva muestra no probabilística integrada por 383 trabajadores. Sobre los datos recabados se ejecutaron análisis factoriales exploratorios y confirmatorios, los cuales indicaron una estructura unidimensional con adecuada consistencia (α = .89), confiabilidad compuesta (CR = .88), y validez convergente (AVE = .50). El instrumento quedó finalmente conformado por nueve ítems, demostrando ser una medida confiable y parsimoniosa que permite conocer la percepción de los empleados acerca de la disponibilidad de trabajo flexible al interior de sus organizaciones.

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Section: Discussionunclassified

Section: Medición Del Trabajo Flexibleunclassified

Trabajo flexible: Instrumento para su medición

Gabini

2017

RIP

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“…This model has received both criticism and praise in equal measure. For instance, Dettmers et al (2013) argues that flexibility for an organisation does not automatically imply flexibility in terms of leeway for employees. Additionally, Procter et al (1994) citing Hyman (1991: pp.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

Staff and students’ perception of implementing flexible working arrangements in institution of higher education

Mwando

Issa

Kangotue

2021

JFM

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Purpose The purpose of this paper is to examine the perception of university staff and students in implementing flexible working arrangements (FWA) to increase space efficiency, lower overheads and improve productivity at the Namibia University of Science and Technology. Design/methodology/approach Data was collected using questionnaires, interviews and document searches. A total of 253 university staff (academic and support) and students were surveyed to solicit their perceptions on the extent to which FWA could be implemented to ensure space optimisation, minimise property related costs and improve employee productivity. Findings The study confirms that the successful implementation of FWA needs coordinated institutional policy to effectively support and cater to university staff’s different needs while meeting those of the university. Implementing FWA may reduce demand on utilities resulting in lower overheads for the institution. Based on the findings, the study is inconclusive on whether FWA improves or reduces staff productivity. Practical implications In the era of austerity measures in institutions of higher education (IHE), with rapid advances in communication information technologies, FWA are not only a possibility but inevitable to ensure optimal use of space, lower operating costs and improved work productivity. This study provides a cursory understanding of the possibility to implementing FWA in higher education. Originality/value This study contributes to the FWA body of knowledge from the perspective of both academic, non-academic staff and students in IHE.

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“…The conclusion, however, that firms should adapt organic structures to retain their flexibility is overly simplistic (Dettmers, Kaiser, & Fietze, 2013). Empirical evidence indicates that mature industries call for mechanistic structures (Covin & Slevin, 1990) and aggressive competitive behaviour (Lumpkin & Dess, 2001), while early and growing industries need organic structures (Covin & Slevin, 1990) and a proactive orientation (Lumpkin & Dess, 2001).…”

Section: A5: Mandas Compensate For Stagnating Organic Growthmentioning

confidence: 99%

Business Development in Post-Growth Economies: Challenging Assumptions in the Existing Business Growth Literature

Cyron¹,

Zoellick²

2018

mrev

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Existing literature has not specifically examined individual business growth in post-growth economies. This paper challenges dominant assumptions in the business growth literature by considering post-growth economies as an organisational context characterised by natural resource scarcity and an absence of macro-level economic expansion. We investigate conceptually how such a context impacts business growth theory by seeking to answer three major questions: (1) What is business growth? (2) Why do businesses grow? (3) And how do businesses grow? Accordingly, post-growth contexts pose three major challenges to business growth theorising: (1) business growth as an increase in measurable outcomes, (2) resource competition and dispositive path dependencies, and (3) detrimental growth modes and strategies. Based upon six revised assumptions, we redefine business development in line with forces at work in post-growth economies. We further suggest a multidimensional research agenda that can catalyse future discussions of post-growth organisations. These discussions have the potential to overcome the inertia in business growth theory and its discrepancies with practice.

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Theory and Practice of Flexible Work: Organizational and Individual Perspectives. Introduction to the Special Issue

Cited by 18 publications

References 43 publications

Trabajo flexible: Instrumento para su medición

Trabajo flexible: Instrumento para su medición

Staff and students’ perception of implementing flexible working arrangements in institution of higher education

Business Development in Post-Growth Economies: Challenging Assumptions in the Existing Business Growth Literature

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