Flexible Work Schedules Research Articles

Career in radiology; the ghanaian clinical medical Student's perception

BackgroundThe importance of radiology in this era of evidence-based medicine cannot be disputed. This has resulted in the increase in demand for radiologists. Thus, the issue of whether there would be sufficient numbers of medical students to meet this growing demand needs further probing. PurposeTo assess Ghanaian clinical medical students’ perceptions about a career in radiology. Materials and methodsThis was an online questionnaire-based survey of 575 clinical medical students in five public medical schools in Ghana from September 2020 to February 2021. Student's t-test and one way analysis of variance was used to compare means. For the Likert scale questions, differences in the mean Likert scale responses were assessed among various clinical year groups and across gender using Kruskal-Wallis test and Mann–Whitney U tests. A logistic regression was used to determine the significant predictors of the choice of radiology as a career. ResultsMost 340 (59.1%) of the participants were males. The average age of participants was 24.64 ± 3.084 years. Students agreed that, radiology is relevant in this era of evidence-based medicine (mean Likert score = 4.62, SD = 0.819), which yielded significant responses in the third clinical year (p = 0.004). Nearly 30% of respondents stated they did not receive enough didactic lectures or tutorials in radiology, citing insufficient lectures (89.9%), a lack of lecturers (9.5%), and trouble grasping ideas (0.7%) as their main concerns. 133 (23.1%) stated they would choose radiology as a specialty, with flexible working schedule (61.9%) and high income (68.3%) as their topmost reasons. Less patient contact (8.0%) was the least observed reason. A flexible working schedule increased the choice of radiology as a specialty by 2.319 folds (95% CI: 1.413–3.805, P = 0.001). Teleradiology significantly contributed to the choice of radiology as a career (p = 0.001). ConclusionGenerally, the clinical students had varied but positive perceptions on radiology as a specialty.

Perceptions of best practices for higher education administrators in times of crisis

ABSTRACT The combination of remote teaching, family care-taking responsibilities, quarantine, and furloughs and layoffs for faculty and students alike has arguably put hospitality and tourism educators in a uniquely challenging space. Therefore, the purpose of this study was to identify best practices for higher education administrators during times of crisis, using the case of the COVID-19 global pandemic. Qualitative analysis was performed on in-depth interviews of hospitality and tourism educators working in United States institutions. Analysis of the data resulted in four themes: Flexibility, Concern, Value, and Effective Communication. Practical implications point toward offering flexible work schedules whenever possible, demonstrating concern for employees through expressed interest in well-being and commensurate measures that promote it, and emphasizing they are valued, all through open and meaningful communication measures. The findings of the study also build on our understanding of organization support theory and perceived organizational and supervisory support during times of crisis.

What happens when working time is not recorded. Social policy lessons from a Swiss case study

The assessment of working time recording practices and their impacts on the workers’ well-being, work-life balance and health is lacking in the scientific literature with only rare exceptions. Nevertheless, this issue is becoming increasingly important especially in Switzerland. Despite the fact that the Labour Law requires to record all working hours, some categories of workers are released from this legal obligation, in particular those who benefit from more autonomy and flexible working schedules. This paper assesses the potential risk that differentiated working time regimes can have on workers’ health. The analyses are based on a sample from eight companies that apply these legal exemptions. The main outcome is that long working hours represent the main health risk factor for workers that do not record all their working hours.

Exploration and prioritization of enablers to organization work–family balance planning for working sole Indian mothers integrating fuzzy Delphi and AHP

PurposeThis study intends to identify, prioritize and rank the enablers for organizational work–family balance (WFB) planning specifically for working sole mothers by employing the fuzzy Delphi and analytical hierarchy process (AHP) method.Design/methodology/approachThis paper utilizes the integrated methodology in two steps. Initially, a broad literature review and the fuzzy Delphi method have been utilized to recognize and validate the key WFB enablers. Afterward, the AHP approach has been applied to prioritize and detect the relative importance and rank of identified WFB enablers.FindingsThis paper has identified 9 WFB sub-enablers for working sole mothers under work, family and personal enablers. The work enablers obtain the first rank based on the highest importance weight followed by personal and family enablers. The findings indicate the top five sub-enablers: organizational work–family culture, work from arrangements, emotional intelligence, flexible work schedule and family support.Research limitations/implicationsThe findings offer prioritized areas of concern to the human resource managers and administrators to manage these WFB enablers as per their priority in the direction to formulate the organizational WFB policy-planning specifically for sole mothers.Social implicationsThe prioritized WFB enablers amongst working sole mothers may help sole mothers to manage their social, family and work-related roles in a more effective manner.Originality/valueBased on the best of the authors' considerations, this study firstly incorporates the fuzzy Delphi-AHP method to prioritize and rank the WFB enablers to organizational WFB planning for sole mothers.

Assessing the determinants of Myanmar government employees’ job satisfaction through Herzberg’s two-factor theory

Studies on Myanmar public employees’ job satisfaction are very limited. To understand which factors affect these employees’ job satisfaction, this study adopted Herzberg’s two-factor theory and tested its applicability in assessing self-administered survey data ( N = 1,225). Results showed that Herzberg’s original sets of motivators and hygiene factors can measure government employees’ job satisfaction and that both motivators and factors are important in explaining job satisfaction. Specifically, public service motivation and religiosity contribute to job satisfaction, and family orientation’s negative effect on job satisfaction is statistically significant. Formulating flexible work schedules and dependent care programs can reduce employees’ work-family conflicts.

Disability Phenotypes and Job Accommodations Utilization Among People with Physical Disability.

Purpose People with disabilities (PWD) are less likely to be employed than those without disabilities. Reasonable job accommodations are an essential factor for ensuring equal access to jobs for PWD. However, use of job accommodation is less than optimal among PWD with various types of disabilities. Sometimes, PWD have co-occurring impairments, which might affect accommodation use. This research aimed to explore disability phenotypes, frequently used accommodations, and employee- and job-related factors associated with the extent of job accommodation use. Methods A cross-sectional online survey of PWD was conducted in the Midwest region of the United States. Latent class analyses were used to identify disability phenotypes. Descriptive analysis and stepwise Poisson regression were used to identify factors associated with job accommodation use. Results A total of 326 PWD with work experience after acquiring a disability were included in this analysis. We identified three disability phenotypes: (1) Severe disability in cognitive, physical, emotional, communication and visual domains (32%), (2) Moderate cognitive and low physical disability (48%), and (3) High physical disability phenotypes (20%). 80% of PWD received at least one accommodation. Flexible working schedules, telework, and access to a support person in the workplace were the most common accommodations. Employee- (age, disability phenotypes, motor function) and job-related factors (job preparation, self-employment) are associated dependently with accommodation use. Conclusion This analysis identifies three disability phenotypes and highlights both employee- and job-related factors associated with accommodations used. It may be beneficial to consider multiple contextual factors, including co-occurring disability, employee- and job-related factors, when assisting people with job accommodations.

Work schedule flexibility and teleworking were not good together during COVID-19 when testing their effects on work overload and mental health.

The COVID-19 pandemic has driven organizations to implement various flexible work arrangements. Due to a lack of longitudinal studies, there is currently no consensus in specialized literature regarding the consequences of flexible work arrangements on employee mental health, as well any long term potential impacts. Using the Job Demand-Resource Model, this study documents consequences of the implementation of two types of flexible work arrangement: work schedule flexibility and teleworking on employee mental health over time, and the mediating role played by work overload during the accelerated implementation of flexible work arrangements in the course of the COVID-19 pandemic. Using a longitudinal design and probabilistic sampling, 209 workers participated in this study, twice answering a flexible work arrangement and mental health questionnaire during the pandemic. Findings of this moderated-mediation suggest that work schedule flexibility generates positive effects on mental health over time due to decreased work overload, but only for employees not working from home. These results offer theoretical and practical implications applicable to organizations considering implementation of flexible work arrangements, particularly with regard to how these flexible practices could support a balance between demand and resources, their impact on work overload, and employee mental health over time.

Little Box in the Corner: Chat Widgets Offer Safe and In-Depth Reference

Those of us working in libraries, including university and college libraries, know the challenges the COVID-19 pandemic brought to light. However, we also know that many (if not all) of these challenges existed pre-pandemic and will continue to exist when we have reached a post-pandemic future. Issues of connectedness and access to services—and to people—will continue to be a concern for any institution aiming for improved equity and outcomes for those they serve. Blue Mountain Community College (BMCC) in Pendleton, Oregon, implemented LibChat, an online live chat service made for libraries and hosted by Springshare. Since its implementation in April 2020, LibChat has already assisted the BMCC Library and its wider community with these issues, as it applies to everything from internal communication, flexible work schedules and environments and, of course, response to student, faculty, staff, and community needs. Additionally, LibChat can continue to assist with these issues as we move forward and evolve with our community and its needs.

Associations of employment disruptions and financial hardship among individuals diagnosed with cancer in the United States.

47 Background: Financial hardship is experienced by approximately half of working-age individuals diagnosed with cancer. Many working individuals diagnosed with cancer also experience disruptions with their employment. This study examines whether employment disruptions are associated with financial hardship among individuals diagnosed with cancer in the US. Methods: We utilized data from the 2016/2017 Medical Expenditure Panel Survey (MEPS) Experiences with Cancer self-administered questionnaires and identified individuals diagnosed with cancer at age >18 who worked for pay at the time of or following their cancer diagnosis. Employment disruption was defined as taking extended paid time off work; switching to a part time or less demanding job or to a flexible work schedule; and/or retiring early due to cancer, cancer treatment, or late effects. Financial hardship was defined in 3 domains: material (borrowing money, financial sacrifices, or being unable to cover medical costs); psychological (worrying about medical bills, financial stability, keeping job/income, or future earnings); and behavioral (delaying/forgoing medical care because of cost). Multivariable logistic regression analyses adjusting for the MEPS survey design were used to determine associations of employment disruption due to cancer with any financial hardship and with financial hardship intensity while controlling for patient demographic, health insurance, and clinical characteristics. Results: Among 732 individuals with a cancer history, 47.4% experienced employment disruptions and 55.9% experienced any financial hardship. Financial hardship was significantly more common among cancer survivors with employment disruption than without disruptions (68.7% vs. 44.5%; p-value of difference < 0.0001). Findings were consistent across multiple hardship measures and domains. Cancer survivors with employment disruptions were more likely to have greater (OR = 2.8; 95% CI 2.0, 3.9) financial hardship intensity. Individuals of race/ethnicity other than non-Hispanic White were also more likely to experience financial hardship while older individuals, women, and those with college education or who were married were less likely to experience financial hardship. Conclusions: Employment disruptions are common and significantly associated with multiple types of financial hardship among cancer survivors. Employer workplace accommodation and other policies to minimize disruptions among individuals diagnosed with cancer may reduce financial hardship in this vulnerable population.

Exploring the influence of telework on work performance in public services: experiences during the COVID-19 pandemic

PurposeTelework has been widely used during the COVID-19 pandemic. However, distance work performed through teleworking may hinder organisational operations in public services owing to lower-than-expected work performance. This research paper aims to explore how teleworking relates to work performance and flexibility during the COVID-19 pandemic.Design/methodology/approachThe sample included 178 managers and employees in public services. The relationships between the variables were evaluated using linear regression.FindingsThe findings indicated that telework affected work performance in public services in different ways. This research also explored the relationship between work performance and work flexibility. The findings revealed that telework had not improved the efficiency of public service work performance; however, the implementation of flexible work schedules owing to teleworking has improved the work performance of public services.Research limitations/implicationsThis study only focussed on organisations operating in the public services in Greece.Practical implicationsTeleworking in public services may negatively affect organisational operations due to lower-than-expected work performance.Social implicationsThis study could assist managers by showcasing that telework may be better implemented to improve work performance through work flexibility rather than as organisational change.Originality/valueThis novel research aims to gain a better understanding of the impact of telework on factors such as work performance and flexibility.

Business continuity beyond COVID-19: Lessons learned and the ‘illusion of preparedness’

The COVID-19 pandemic has forced organisations to react swiftly to an evolving crisis and find creative solutions in real time. In a relatively short period, remote access, employee hardware requirements and flexible work schedules have significantly raised people’s expectations regarding what constitutes a ‘normal’ level of preparedness. However, have organisations capitalised on the lessons learned from the event to improve operational practices and business opportunities, or has the situation merely created an illusion of preparedness? This paper describes the incredible strides made over the last two years before exploring the key lessons that have been overlooked and discussing the potentially misleading sense of readiness that threatens to prevail.

The Impacts of Telework Options on Worker Outcomes in Local Government: Social Exchange and Social Exclusion Perspectives

While telework has been adopted widely in local governments because of the numerous potential benefits that it offers for the workforce, organizations, and society, little research has been done to examine if and how telework achieves expected worker outcomes in local governments. Drawing on insights from the social exchange and social exclusion theories, this article extends previous telework research by demonstrating the differential effects of telecommute and telework options on job satisfaction and performance of local government workforce. Data were collected through an online survey of workers at a large local government agency in California. Results showed that telework and telecommute options improved job satisfaction and performance of workers in the local government agency due to flexible work schedules and locations. In addition, telecommuters having more interpersonal interaction opportunities which reduce feelings of social isolation/work alienation experienced higher job satisfaction and performance than teleworkers.

Factors Affecting Executive Functions in Nurses: A Cross-sectional Study

This study aimed to determine if work type (shift vs. non-shift work) is an independent factor in deterioration of executive function in nurses. Methods: A cross-sectional study was conducted in two tertiary referral hospitals in South Korea from July∼October 2019. A total of 110 nurses (56 shift work nurses and 54 non-shift work nurses) were recruited through a convenience sampling strategy. Self-reported questionnaires were used to measure fatigue, depression, sleep quality, type D personality, and executive function. Results: Shift work nurses had higher fatigue (t=−3.96, p<.001), worse sleep quality (t= −3.17, p=.002), and diminished executive function (t=−3.95, p<.001) than non-shift work nurses. In multiple linear regression analysis, work type was an independent predictor of decline in executive function (=0.20, p=.023). Conclusion: The results of this study suggest that work type is an independent predictor for deterioration of executive function in nurses. Further studies are necessary to examine the effects of a flexible work schedule on executive function and work performance of shift work nurses.

The impact of mentoring on work-family balance and job satisfaction in the hotel industry in Greece: The mediating role of working environment and flexibility

This study investigate the relationship between work-family balance (WFB), job satisfaction and mentoring in the Greek hotel organizations. In particular, it investigates how mentoring contribute to career and family life outcomes with an additional emphasis on the role of the working environment (work demands, time & schedule flexibility). The findings indicate that both job satisfaction and career mentoring are positively related to WFB, while socioemotional mentoring is negatively related. Furthermore, work demands and flexibility are negatively associated both with WFB and job satisfaction. This study could turn the attention of hotel organizations to provide more mentoring and formal flexible arrangements.

Motivation Factors towards Organizational Effectiveness during COVID-19 Pandemic among Academic Staff in Private Colleges in Malaysia

Purpose – The COVID-19 pandemic has raised significant global challenges for the higher education community. A particular challenge has been the urgent and unexpected request for previously face-to-face university courses to be taught online. Correspondingly, motivation is required for the various reasons, preferences, and behaviours in this innovative trend of teaching and learning. Hence, this study aims to understand academician demographic profile, exposure to techniques of online learning, facilities at home, and infrastructure, which are crucial tools to discover issues to guarantee remote learning can be executed and accomplished effectively and efficiently. Design/methodology/approach – Descriptive quantitative method is employed in the study because it provides a systematic accuracy that describes the phenomenon of the current study. The study also systematically explores the different transitions of the Covi-19 pandemic in the implementation and readiness of online learning for academicians, especially the baby boomers. Findings – The outcomes show that flexible work schedules, challenging work, open communication, commitment, teamwork, and mentoring may be key to positively affecting organizational effectiveness. The findings clarify how the educator's motivation level could affect the performance of the higher educational institution in Malaysia. Research limitations/implications – Research are encouraged to test the proposed model to provide better support for educators. Practical implications – The study indicates a conceptual configuration for policymakers as well as managers to build the educator's motivation and increase the organization's effectiveness. The study outcomes also provide the college management with the necessary and appropriate actions to achieve organizational performance through the framework governed by underlying theories. Social implications – The conceptual model may be able to generate more social values, considering a holistic education and aligning with sustainable development goals (SDGs).

SAFETY AND QUALITY MANAGEMENT IN THE ORGANIZATION USING RISK ASSESSMENT AT THE WORKPLACES OF PERSONS WITH DISABILITIES

Increasing the effectiveness of safety and quality management systems is one of the most important ways to ensure the sustainable development of any organization. Employment of people with disabilities is a significant challenge for safety and quality management systems, as it can potentially increase the risk of hazards related to employee injury or property damage due to growing manufacturing defects. Therefore, the implementation of an effective risk management system is an urgent problem. The article analyzes the ways of risk management at the workplace of people with disabilities using the clauses of probability theory. Calculation of the probability of influence the level of employee's work ability on the growth of risk in the context of safety and quality showed that the most effective way to minimize risk is to develop a flexible work schedule for employees with disabilities, as well as giving to the employee with a high degree of loss of professional ability such work production tasks, characterized by the circulation of low-value products. Calculations carried out using the Bayes` formula showed that the most effective way of managing safety and quality at the workplaces of employees with disabilities is to reduce the volume of production tasks. As a result of the calculation, it was determined that reducing the volume of production tasks by 10% decreases the probability of getting injuries of an employee with persistent functional changes in the health state by 11%. These measures will allow the organization to avoid severe restrictions on the level of working ability of persons with disabilities in their employment, as well as to minimize risks in the context of safety and quality of work.

Job Autonomy, Workload and Home-work Conflict as Predictors of Job Satisfaction among Employed Women in Academia

&lt;p style="text-align: justify;"&gt;Women’s work has been acknowledged as an important tool towards effective leadership and economic development in Nigeria and Africa in general. It is important therefore, to accept their presence and encourage the active role they play in the labour force which at the long run impacts the economy positively knowing full well that they make up noticeable portion of the world’s population. This study evaluated the contribution of job autonomy, workload and home-work conflict to the job satisfaction of employed women in universities in Ogun State, Nigeria. A descriptive survey design was used to draw 200 women through multi-stage sampling technique. Standardized questionnaires were used to obtain responses from respondents. Four hypotheses postulated were analyzed using correlation matrices and multiple regression analysis and the level of significance was at 0.05 level. Findings show that job autonomy, workload, and home-work conflict jointly contributed to job satisfaction with 10.1% variance (Adj. R2 = .101) while workload predicted female employees job satisfaction the most. It was concluded that university management should introduce flexibility in work schedules and restructure job descriptions to allow female employees have more autonomy so as to reduce the effect of home-work conflict and pressure associated with workload.&lt;/p&gt;

Establishing idiosyncratic deals (i-deals) as a precursor to work role performance

The study determines the relationship between i-deals and work role performance amongst employees across industries in the South African context. The study follows a quantitative approach, and a cross-sectional design was adopted. A non-probability convenience sampling technique was chosen. An online questionnaire was used. A total of 231 employees from various industries in Johannesburg, South Africa, were included in the sample. Data were collected using pre-established instruments, and SPSS was used to analyse data. Reliability analysis was used to determine the psychometric qualities of the instruments. Pearson correlation and multiple regression analysis were chosen to examine the data against the research objectives. The study’s findings confirmed a relationship between i-deals and work role performance. Task and work responsibility, schedule flexibility and career development predicted work role performance. The findings assist researchers and practitioners in dealing with and understanding how these customised work arrangements affect individual work role performance. Expanding knowledge of i?deals will help employees and employers improve their dynamic and organisational needs more effectively. HR practitioners will also use the concept of i-deals as a strategic tool to retain talented employees. The study adds to the literature on i-deals and their relationship to work role performance in a South African context. There are limited studies in South Africa regarding our knowledge of i-deals. The present study’s results contribute to the literature on i-deals and their relationship with work role performance within a South African context.

Addressing Shortages of Mental Health Professionals in U.S. Jails and Prisons.

Many jails and prisons in the United States do not have enough mental health professionals (MHPs) to meet the mental health needs of the people incarcerated in these facilities. This article examines strategies used to address MHP shortages in U.S. jails and prisons, including compensation incentives, telemental health services, interdisciplinary health care, flexible work schedules, and training rotations in correctional settings. These measures may help alleviate some of the shortages of MHPs in correctional facilities; however, these shortages will likely persist without broader policy reforms that decrease the size of U.S. correctional populations or increase the number of MHPs across the country.

Enhancing Pharmacy Faculty Well-Being and Productivity While Reducing Burnout

Objective To explore methods that pharmacy programs can use to redefine their work environment to reduce stress, improve well-being, and increase faculty productivity.Findings To demonstrate a culture of support, organizations should consider a five-fold approach to enhancing and maintaining faculty well-being, including optimizing faculty and staff support, establishing a faculty development and mentoring program, permitting flexibility in work schedules, improving productivity of meetings, and managing communication tools. Individuals can also take measures to improve their well-being, including controlling email, giving attention to faculty citizenship, implementing stress reduction and coping techniques, and maintaining boundaries between work and home.Summary This article discusses approaches that have been shown to reduce burnout and provides strategies organizations and individuals can implement to improve productivity and faculty well-being. While certain areas, such as faculty wellness and productivity, have been well-studied in the pharmacy and health professions literature, significant gaps were identified in other areas, including alternate work arrangements. In some cases, data from the business sector can be extrapolated to pharmacy education; however, inferences from effective corporate strategies may not be transferable to the culture and expectations of academia. While there is significant overlap between institutional and individual strategies, a culture of communication, collaboration, support, and citizenship is foundational. There is no single strategy that will work for everyone, and flexibility is important to develop an individualized approach.