Flexible Work Research Articles

Bilinear branch and check for unspecified parallel machine scheduling with shift consideration

This paper tackles the complex challenge of team formations, assignments, and job schedules within the static Unspecified Parallel Machine Flexible Resource Scheduling problem, specifically incorporating shift considerations. In existing literature, teams are often simplified as machines that operate continuously throughout the day without any interruptions. However, in reality, teams require breaks between shifts and cannot work continuously within a day. Therefore, we introduce shift considerations to ensure that teams do not work in consecutive shifts. We consider flexible workers, capable of performing any job, who are distributed among different teams in different shifts to undertake various jobs. The number of teams in each shift is a decision variable. The duration of each job is determined by the number of workers in a team assigned to it. The objective function is to minimize the makespan, representing the overall schedule completion time, while adhering to precedence constraints. We formulate an integer linear programming model for the proposed problem and develop a novel bilinear branch and check algorithm that introduces valid bilinear inequalities to accelerate convergence. The numerical results confirm that our algorithm’s performance optimally solves problems up to 35 jobs within a reasonable timeframe, surpassing the efficiency of the branch and cut method of IBM CPLEX and the classical branch and check algorithm.

Flexible working arrangements on employee well-being concerning the mobile telecommunication industry

PurposeThe well-being of employees is very crucial, especially for the survival and sustainability of the mobile telecommunication industry and thus, the deployment of flexible working arrangements becomes paramount for managers and industry practitioners to implement. This research aimed to assess the impact of flexible working arrangements on employee well-being within the mobile telecommunication industry.Design/methodology/approachUtilizing multiple linear regression analysis, the research tested hypotheses to examine the significance of the relationships. Grounded in the Border Theory of Balanced Work, the study sought to explore the relationship between flexible working arrangements, including flextime schedules, compressed workweeks and telecommuting and various dimensions of employee well-being.FindingsThe results of the study demonstrated a statistically significant positive effect of flexible working arrangements on employee well-being within the mobile telecommunication industry. It concluded that flexible working arrangements that are measured with a flextime schedule, a compressed workweek and telecommuting improve employee well-being through psychological well-being, social well-being and workplace well-being.Originality/valueThis research contributes to the existing body of knowledge by establishing a positive connection between flexible working arrangements and employee well-being in the context of the mobile telecommunication industry. Managers of telecommunication firms should continue with the implementation of flexible working arrangements to enhance the well-being of their employees. The study provides valuable insights for both scholars and industry practitioners, emphasizing the significance of continued implementation of flexible working arrangements to promote and sustain the well-being of employees.

The Impact of Flexible Work Systems on Employee Job Satisfaction and Productivity

The Impact of Flexible Work Systems on Employee Job Satisfaction and Productivity

Flexible contracts and ethnic economic inequalities across gender during the UK’s COVID-19 recession

Abstract Was it their disproportionate presence in flexible employment or in shut-down occupations that made some ethnic minority groups vulnerable to adverse labour market outcomes during the coronavirus disease 2019 (COVID-19) recession? Using the COVID-19 recession in the UK as a case study, we employ weighted linear probability models with 2021 data from the Evidence for Equality National Survey to look at changes in economic indicators across ethnic groups and gender. We report heterogeneity in flexible employment rates within the non-White group and between the non-White and the White British group. By using a conditional decomposition method, we conclude that those ethnic minority groups who were disproportionately on flexible contracts experienced worse economic effects than the White British group.

Will they always be living the Sisyphus punishment? The triple whammy for racialized women: a qualitative investigation of primary care researchers in Canada

Existing literature overlooks the role of gender and race on research productivity, particularly in the context of primary care research. This study examines how gender and race influence the research productivity of primary care researchers in Canada, addressing a gap in existing literature. Qualitative, descriptive methods were used, involving 60-min interviews with 23 Canadian primary care researchers. 13 participants were female (57%) and 10 participants (43%) were male. Fourteen participants were White (non-racialized; 61%), 8 were racialized (35%) and 1 did not comment on race (4%). Reflexive thematic analysis captured participant perceptions of factors influencing research productivity, including individual, professional, institutional, and systemic aspects. Systemic bias and institutional culture, including racism, sexism, and unconscious biases against racialized women, emerge as key barriers to research productivity. The parenting life stage further compounds these biases. Barriers include lack of representation in faculty roles, toxic work environments, research productivity metrics, and exclusion by colleagues. Participants indicated that institutional reforms and systemic interventions are needed to foster a diverse, equitable, and inclusive environment. Strategies include recruiting equity-focused leaders, increasing representation of racialized female faculty, diversity training, mentorship programs, providing meaningful support, flexible work arrangements, and protected research time. Sponsors can offer more targeted grants for female and racialized researchers. Adjusting metrics for gender, race, parenthood, and collaborative metrics is proposed to enhance diversity and inclusion among researchers. This study underscores the importance of addressing systemic bias at institutional and systemic levels to create a fair and supportive environment for primary care researchers. A multitude of strategies are needed including increasing representation of racialized female faculty, creating supportive and psychologically safe work environments, and public reporting of data on faculty composition for accreditation and funding decisions. Together, these strategies can alleviate the triple whammy and free these researchers from the Sisyphus Punishment - the absurdity of being asked to climb a hill while pushing a boulder with no hope of reaching the top. College of Family Physicians of Canada.

Work Environment, Training, Work Flexibility and Employee Performance in Banking Sector in Ningxia, China

Work Environment, Training, Work Flexibility and Employee Performance in Banking Sector in Ningxia, China

The effects of psychological capital, work engagement and job autonomy on job performance in platform flexible employees

The performance of platform flexible employees is a core element that contributes to the rapid growth of the sharing economy platform. It is crucial to explore strategies to improve employees' performance with the growing competition among these platforms. Only a handful of research evidence has been found evaluating platform flexible employees’ psychological capital and work engagement to improve their performance. In order to remedy the gap, we draw on self-determination theory to develop a moderated mediation model, which examines how psychological capital affects platform flexible employees’ job performance. We employed hierarchical regression analysis to test the theoretical model and carried out two rounds of surveys, resulting in 474 valid paired questionnaires. The questionnaire assessed the psychological capital, work engagement, job performance, and job autonomy of flexible platform employees. The results indicate that work engagement plays a mediating role between psychological capital affects platform flexible employees’ job performance. Moreover, job autonomy moderates the mediating effect. The findings not only contribute to the literature on employees’ psychological capital and job performance, but also broaden the research scope of self-determination theory, and provide new ideas for improving the job performance of platform flexible employees.

The Role of Psychological Empowerment in Mediating the Relationships between Flexible Working Arrangements and Innovative Work Behavior

In today's dynamic work environment, the rise of flexible working arrangements and psychological empowerment has sparked a keen fascination with exploring how these new approaches drive employee innovation. This study examines the role of psychological empowerment in mediating the relationship between flexible work arrangements and innovative work behavior. A quantitative approach was used with a cross-functional method. A total of 255 employees in Indonesia took part in the research by filling in instruments via Google Forms. The convenience sampling technique was implemented in this study, focusing on those with at least one year of experience in organizations with hybrid or flexible work designs. Data were analysed using SMART PLS 4.0. The results showed that psychological empowerment fully mediated the relationship between flexible work arrangements and innovative work behavior. These findings suggest that organizations should focus on designing flexible work arrangements that encourage psychological empowerment in individuals, which may ultimately lead to increased innovative work behavior.

Educational and occupational aspirations of adolescent and young adult cancer survivors: a qualitative analysis.

Adolescent and young adult cancer survivors (AYACS) are patients diagnosed with cancer between 15 and 39years of age. AYACS are often derailed from planned educational and occupational endeavors due to disruption from cancer treatment and its consequences. The study objective was to examine how a personal cancer diagnosis impacted AYACS' experiences related to these endeavors. Semi-structured interviews were conducted as part of a larger study assessing psychosocial challenges among a younger AYACS subset aged 15-25years old at the time of cancer diagnosis. Interviews were coded based on responses and were used to develop themes related to educational and occupational endeavors. Data were collected from 35 participants. Five themes emerged: (1) Pauses in educational attainment had a detrimental effect on educational goals for some participants, but further solidified and sculpted educational plans for others; (2) Although participants experienced challenges accomplishing educational goals, supportive school environments helped surmount these challenges; (3) Participants reflected on rethinking career aspirations, though some desired to pursue the same occupation planned before cancer diagnosis; (4) Participants experienced challenges, including physical and cognitive limitations, upon returning to work; and (5) Participants valued autonomy and normalcy through work and appreciated supportive and flexible work environments. AYACS prioritize professional achievement, yet encounter challenges in achieving professional goals. Our findings create a foundation for developing and testing prospective interventions to promote continuance of school and work during cancer treatment when feasible, and proactive reintegration strategies for those who paused professional goals due to cancer treatment.

Changes in work and adequacy of financial resources during COVID-19 among people with systemic sclerosis: A Scleroderma Patient-centered Intervention Network study.

We investigated (1) work status changes during COVID-19, (2) financial resource adequacy, (3) preferences for work requirements (e.g. remote, workplace, mixed) and (4) work requirements versus preferences, among people with systemic sclerosis. This was a cross-sectional study of participants in the Scleroderma Patient-centered Intervention Network COVID-19 Cohort, which enrolled participants from the ongoing Scleroderma Patient-centered Intervention Network Cohort and externally in April 2020. In August 2022, participants completed questions on work status, financial well-being using the Consumer Financial Protection Bureau Financial Well-Being Scale, work requirements and work requirement preferences. A total of 298 participants with systemic sclerosis were included. Mean age was 58.6 years (SD = 11.4). There were 101 (34%) participants working at the start of the pandemic and still working in August 2022, 179 (60%) not working at the start of the pandemic and still not working, 10 (3%) who stopped working after April 2020 and 8 (3%) who started working. Mean financial well-being did not change from April 2020 to August 2022 (difference: 0.2 points; 95% confidence interval: -1.1 to 0.7). Working participants (N = 109) preferred flexible work requirements (N = 34, 31%) or working entirely remotely (N = 32, 29%), but most were required to work entirely at a workplace (N = 35, 32%) or combined workplace and remotely with a fixed schedule (N = 31, 28%). Work status and financial well-being did not change substantively among people with systemic sclerosis during the pandemic. Flexible work policies may support people with systemic sclerosis to work.

Experimental Study on Heat Release Performance for Sorption Thermal Battery Based on Wave Analysis Method

Recent developments in water-based open sorption thermal batteries (STBs) have drawn burgeoning attention due to their advantages of high energy storage density and flexible working modes for space heating. One of the main challenges is how to improve heat release performance, e.g., longer stable heat output and effective output temperature. This paper aims to explore the heat release performance of sorption thermal batteries based on wave analysis methods. Zeolite 13X is used for the experimental investigation in terms of the relative humidity of inlet gas, system air velocity, and the length of the reactor. The results demonstrate that the optimal stable temperature output time of the sorption thermal battery experimental rig is 80 min, and heat release per unit volume reaches 115.6 MJ for the most appropriate reactor length. Thus, the optimal heat release time of the STB under the condition of various relative humidity and air velocities is 152 min and 182 min, respectively, and the corresponding stable heat release could reach 161.1 MJ and 136.5 MJ, respectively. Therefore, the heat release performance of STBs could be adjusted by adopting the wave analysis method, which would facilitate the reactor design and system arrangement.

Impact of Flexible Work Environments on Employee Performance: Mediating Roles of Stress and Work-Life Balance

Impact of Flexible Work Environments on Employee Performance: Mediating Roles of Stress and Work-Life Balance

Pengaruh Jam Kerja Fleksibel dan Kompensasi terhadap Loyalitas Kerja Pengemudi Gojek di Bekasi Barat

This research aims to find out, analyze and prove that employee work loyalty among Gojek drivers is partially influenced by flexible working hours and compensation. The research design uses quantitative research with a survey approach, the research population is 164 Gojek Drivers in the community in Bintara, West Bekasi. The sample measurement technique uses the formula Hair et al. (1998). With the accidental sampling method. The data collection technique used was a questionnaire. Data collection was carried out using a questionnaire distributed directly to 110 Gojek drivers in West Bekasi. The data was analyzed using SEM based on Partial Least Square with the help of Smart PLS Software.4. The analytical method used is outer model test, inner model test, hypothesis test. The research results show that (a) flexible working hours have a positive effect on work loyalty, (b) work rewards have a positive effect on work loyalty, (c) flexible work hours have an effect on compensation, (d) flexible work hours have an effect on work loyalty through the mediation of compensation.

The Evolution of Employment Law in the Gig Economy

Purpose: The general objective of the study was to explore the evolution of employment law in the gig economy. Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Findings: The findings reveal that there exists a contextual and methodological gap relating to the evolution of employment law in the gig economy. Preliminary empirical review revealed that traditional employment laws were insufficient for addressing the unique needs of gig workers, who face significant gaps in legal protections and benefits. The rise of gig work exposed flaws in existing legal frameworks, which were designed for permanent, full-time employment and fail to accommodate the flexible and often precarious nature of gig jobs. It was determined that existing laws needed substantial reform to better protect gig workers while maintaining the flexibility that defines gig work, emphasizing the need for updated legal frameworks that reflect the realities of modern employment. Unique Contribution to Theory, Practice and Policy: The Theory of Precarious Work, Flexicurity Theory and the Labor Market Segmentation Theory may be used to anchor future studies on the evolution of employment law. The study recommended several key reforms to address the shortcomings in the legal framework for gig workers. It suggested developing hybrid employment models that combine traditional benefits with the flexibility of gig work, reforming legal classifications to better fit gig work patterns, and enhancing regulatory frameworks to be more adaptive to technological and market changes. The study also advocated for promoting worker representation, implementing monitoring and evaluation mechanisms to assess the impact of reforms, encouraging international collaboration for harmonized regulations, and launching education and awareness initiatives to inform gig workers and employers about their rights and responsibilities. These recommendations aimed to create a more equitable and effective labor market for gig workers.

The Effect of Work Flexibility on Employee Performance With Organizational Culture as a Mediation Variable at the Kutambaru Sub-district Office

The purpose of this study is to find out and analyze the influence of Work Flexibility on Employee Performance mediated by Organizational Culture on Employees of the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is quantitative associative. The sample in this study is 15 employees of the Kutambaru District Office. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 15 people. The results of the study show that Work Flexibility does not have a significant influence on Employee Performance as shown by the T-Statistic value of 0.357 < 1.96 and the P Value of 0.721 > 0.05. In the effect of Work Flexibility on Organizational Culture, data on T-Statistics values were obtained from 2.594 > 1.96 and P-Value values of 0.010 < 0.05 or there was an influence of Work Flexibility on Organizational Culture. Organizational Culture has a significant effect on Employee Performance with a T-Statistic value of 2,459 > 1.96 with a P-Value of 0.014 < 0.05. In the indirect influence, the results show that Organizational Culture has a role as an intervening variable in explaining the relationship between Work Flexibility and Employee Performance of Kutambaru District Office. This shows that improvements in Work Flexibility can improve Organizational Culture, which ultimately contributes to improving the Performance of Employees of Kutambaru District Office.

Negotiating Work and Family Spheres: The Dyadic Effects of Flexible Work Arrangements on Fertility Among Dual-Earner Heterosexual Couples

Academics and policymakers have suggested making flexible work arrangements (FWAs) the default in workplaces to promote a family-friendly workplace culture conducive to having and raising children. However, systematic research investigating how FWAs, as a long-term approach to negotiating work–family spheres, are related to fertility among dual-earner heterosexual couples is limited. Drawing on the linked-lives perspective, we theorize the relationship between FWAs and fertility among couples and potential variation depending on the interplay of both spouses’ work and family characteristics. We test our hypotheses using longitudinal couple-level dyadic data in the United Kingdom (2010–2022). We find that although FWA availability alone is unrelated to fertility, wives’ (not husbands’) FWA use is significantly associated with a higher probability of experiencing a first birth. Moreover, the effect of wives’ FWA use is particularly pronounced when both spouses work in professional and managerial occupations and when husbands contribute a larger proportion of income and at least equal housework. This study reveals a gendered effect of FWAs on fertility across work–family arrangements, deepening our understanding of couple-level dynamics in the fertility process.

Exploring the Potential of Virtual Immersive Workspaces: Benefits, Limitations, and Implications

Since the 1970s, telecommuting has generated significant interest among academics and practitioners alike. However, the topic of flexible working arrangements has become more relevant lately, particularly due to the COVID-19 pandemic. As digital technologies continuously advance, immersive workplaces facilitated by technologies such as virtual reality (VR) become more appealing. This article examines the phenomenon of virtual immersive workspaces and their impacts on organizations. It provides insights into the emerging trends driving subsequent immersive technologies that not only foster competitive advantages in the Web3 era but also shed light on the challenges that organizations face in this context. The findings emphasize the key advantages and limitations of implementing VR in the workplace as well as the importance of purposefully designing a set of tools for remote workers.

Veterinary students are willing to accept job flexibility by trading off some salary.

To determine the value veterinary students place on nonpecuniary job benefits related to working arrangements. 381 companion animal-focused veterinary students at 14 US veterinary colleges. We employed a survey with a choice-based conjoint experiment. The experimental data were analyzed with a random parameter logit model, from which willingness to accept was calculated. The results indicated that students would prefer working 4 days a week and closer to 40 hours per week, with 13 days of paid time off. Flexible working arrangements were valued from approximately $1,500 to $3,400, depending on the attribute being analyzed. Paid time off was most highly valued. These results will help employers better identify the current preferences of soon-to-be associate veterinarians and can match job offer/working arrangements to enhance recruitment and retention within veterinary practices.

Balancing Acts: Institutionalizing Flexible Work in the Quest for an Unstable Equilibrium

Balancing Acts: Institutionalizing Flexible Work in the Quest for an Unstable Equilibrium

Sustainable residency training in urology in context of current changes in the German healthcare system

Promoting sustainable structures and measures in residency is crucial to meet current and future requirements of the German healthcare system. This process does not only involve the integration of social, ecological, and economic aspects into everyday professional life but also into residency training. Specifically, sustainable structures and measures in residency include initiatives such as structured training curricula, simulation-based training, digital training opportunities, flexible working time models, and gender equality. In addition, consideration of environmental aspects as well as expansion of quality management programs are essential. Aholistic approach that considers both the efficiency and the needs of physicians and their patients is the key to sustainable urologic residency programs. This way, urology will remain an attractive specialty for future generations.