Alternative work arrangements and employee well being

Abstract

One significant trend in human resource practice that dominated the 1990s was the move away from traditional, full-time employment toward a variety of different forms of alternative work arrangements. Accompanying this trend was a growing concern about the effects of alternative forms of work for well being. We first review the different forms of alternative work arrangements, which vary in terms of temporal, numerical and locational flexibility. Thereafter, the effects of different forms of alternative work arrangements (e.g. part-time employment, job-sharing, outsourcing) on psychological and physical well being, and occupational safety and health are evaluated. We conclude by noting that alternative work arrangements do not necessarily exert uniformly negative effects on well being. Instead, the importance of the volitionality with which individuals assume alternative work arrangements must be considered: When individuals choose such arrangements because they want to, any potential negative effects are minimized. In contrast, when individuals assume such work arrangements because of a lack of perceived alternatives, there is a greater risk for negative effects. Finally, the need for future research which more rigorously accounts for the conceptual differences across alternative work arrangements is noted.