Flexible Working Environment Research Articles

The influence of personality on user satisfaction: multi-tenant offices

ABSTRACTMany different multi-tenant offices have arisen over the last decades, as building owners address the changing nature of the workplace – a need for users to share facilities. However, the existing literature on multi-tenant buildings from the point of view of user satisfaction is scarce, limiting input for user-centred design. This study analyses the influence of personality on user satisfaction with multi-tenant office characteristics. Data were collected through a questionnaire distributed among users of 17 different multi-tenant offices (business centres, incubators serviced offices and co-working places), which yielded 190 respondents. To determine the effects of personal characteristics, a multiple regression model was performed per office variable category. Results showed that users who are more extraverted, open to new experiences and more agreeable were overall more satisfied with the multi-tenant office characteristics. However, the effects of demographics and work-related characteristics were much larger. Men, older users and users working in an open and flexible work environment were overall more satisfied with the office characteristics. Owners, developers and managers can use these results for developing user-centred designs, optimizing the level of satisfaction in their offices.

Medical Rehabilitation as an Attractive Field of Work for Medical Doctors? - A Qualitative Survey

In the German Health system there is an increasing competition in the recruitment of specialised staff, especially for rehabilitation centres, which are deemed less attractive. Therefore, this study examines the attractiveness of the field of medical rehabilitation from the point of view of medical professionals. We conducted 16 semi-structured interviews with doctors from 7 rehabilitation centres with different medical specialisations. The interviews were digitized and transcribed. A structured content analysis was carried out using the software MAXQDA 11. 745 codes were identified and assigned to the categories "attractiveness", "unfavourable aspects" and "special features" of rehabilitation. Regarding medical rehabilitation, the interviewees appreciated especially the predictable, flexible working environment with little time pressure. Other than working with rehabilitative patients working as part of an interdisciplinary team was of high importance for the interviewees. Among the special features of rehabilitation in comparison with acute care were the higher relevance of the bio-psycho-social model of health and illness as well as the higher proportion of communication and organisation. Medical rehabilitation in Germany is an attractive field of work for medical doctors. This fact should be considered more with regards to rehabilitation's public image.

A life in science—and away from it

A life in science—and away from it

Unemployment and Worker Participation in the Gig Economy: Evidence from an Online Labor Platform

The gig economy has low barriers to entry, enabling flexible work arrangements and allowing workers to engage in contingent employment, whenever, and in some cases, such as online labor markets, wherever workers desire. The growth of the gig economy has been partly attributed to technological advancements that enable flexible work environments. In this study, we consider the role of an alternative driver, economic downturns, and associated financial stressors in the offline economy—e.g., unemployment. As the exact nature of the relationship between online labor supply and offline unemployment is not immediately clear, in this work, we seek to quantify the relationship, exploring heterogeneity across a variety of county-specific characteristics. We study these relationships in the context of a leading online labor market, combining data on the participation of workers residing in counties across the United States with county-level data on unemployment from the Bureau of Labor Statistics. Our results demonstrate a positive and significant association between local (county) unemployment in the traditional offline labor market and the supply of online workers residing in the same county, as well as significantly larger volumes of online project bidding activity from workers in the same county. Specifically, we estimate that a 1% increase in county unemployment is associated with a 21.8% increase in the volume of county residents actively working online at the platform. Further, our results suggest significant heterogeneity in the relationship, such that a significantly larger supply of online labor manifests when unemployment occurs in counties characterized by better Internet access, younger and more educated populations, and populations whose social ties are dispersed over a wider geographic area. We discuss the theoretical and practical implications for workers, online labor markets, and policy makers.

Investigation of Flexible Work Environments' Effects on Employees’ Satisfaction in an Intelligent Office Building

Investigation of Flexible Work Environments' Effects on Employees’ Satisfaction in an Intelligent Office Building

New Generations and Employment – An Exploratory Study about Tensions Between the Psycho-social Characteristics of the Generation Z and Expectations and Actions of Organizational Structures Related with Employment (CABA, 2016).

<p>Generational studies have an important research tradition in social and human sciences.</p><p>On the one hand, the speed of social change in the context of globalization imposes the need to research the transformations are identified both the subjectivity of the agents involved and its inclusion in the institutional matrix, specifically employment. Generation Z, (generally considered as the population group whose birth occurs after 1995) have unique psycho-social characteristics. Gen Z is characterized by a different set of values, beliefs, attitudes and ambitions that impact in their concrete action in organizational structures.</p><p>On the other hand, managers often have to deal with generational differences in the workplace. Organizations have members who belong to different generations; they had never before faced the challenge of having such a diverse group of members. The members of each historical generation are characterized by a different set of values, beliefs, attitudes and ambitions that are manifest in their concrete action in organizational structures.</p><p>Gen Z it’s the only one who can fully be considered "global", while its members were born in the consolidated context of globalization. Some salient features of the Generation Z can be summarized as follows. They’re the first fully born into a digital world. Social networks and technology are integrated into their lives. They are concerned about the challenges of the modern world (poverty, inequality, climate change, among others). They are self-expressive, more liberal and open to change. They often bore easily, with short attention spans. They do not like routine tasks. They want to achieve a good life-work balance and they are interested in a flexible work environment, as opposed to traditional work schedule. They are critical thinkers, who come with innovative and creative ideas to help. <strong></strong></p><p>Research design considered methodological triangulation. Data was collected with two techniques: a self-administered survey with multiple choice questions and attitudinal scales applied over a non-probabilistic sample by reasoned decision. According to the multi-method strategy, also it was conducted in-depth interviews.</p><p>Organizations constantly face new challenges. One of the biggest ones is to learn to manage a multi-generational scope of work. While Gen Z has not yet been fully incorporated (expected to do so in five years or so), many organizations have already begun to implement a series of changes in its recruitment and development. The main obstacle to retaining young talent is the gap between the expectations of iGen applicants and what companies offer. Members of the iGen expect not only a good salary and job stability, but also a clear career plan. Generation Z needs to have immediate feedback of their tasks. However, many organizations have yet to improve both motivation and monitoring practices. It is essential for companies to take a review of organizational practices anchored in the culture of the organization. <strong></strong></p>

DEVELOPMENT OF A HETEROGENIC DISTRIBUTED ENVIRONMENT FOR SPATIAL DATA PROCESSING USING CLOUD TECHNOLOGIES

Abstract. We are developing a unified distributed communication environment for processing of spatial data which integrates web-, desktop- and mobile platforms and combines volunteer computing model and public cloud possibilities. The main idea is to create a flexible working environment for research groups, which may be scaled according to required data volume and computing power, while keeping infrastructure costs at minimum. It is based upon the "single window" principle, which combines data access via geoportal functionality, processing possibilities and communication between researchers. Using an innovative software environment the recently developed planetary information system (http://cartsrv.mexlab.ru/geoportal) will be updated. The new system will provide spatial data processing, analysis and 3D-visualization and will be tested based on freely available Earth remote sensing data as well as Solar system planetary images from various missions. Based on this approach it will be possible to organize the research and representation of results on a new technology level, which provides more possibilities for immediate and direct reuse of research materials, including data, algorithms, methodology, and components. The new software environment is targeted at remote scientific teams, and will provide access to existing spatial distributed information for which we suggest implementation of a user interface as an advanced front-end, e.g., for virtual globe system.

DEVELOPMENT OF A HETEROGENIC DISTRIBUTED ENVIRONMENT FOR SPATIAL DATA PROCESSING USING CLOUD TECHNOLOGIES

We are developing a unified distributed communication environment for processing of spatial data which integrates web-, desktop- and mobile platforms and combines volunteer computing model and public cloud possibilities. The main idea is to create a flexible working environment for research groups, which may be scaled according to required data volume and computing power, while keeping infrastructure costs at minimum. It is based upon the "single window" principle, which combines data access via geoportal functionality, processing possibilities and communication between researchers. Using an innovative software environment the recently developed planetary information system (<a href="http://cartsrv.mexlab.ru/geoportal"target="_blank">http://cartsrv.mexlab.ru/geoportal</a>) will be updated. The new system will provide spatial data processing, analysis and 3D-visualization and will be tested based on freely available Earth remote sensing data as well as Solar system planetary images from various missions. Based on this approach it will be possible to organize the research and representation of results on a new technology level, which provides more possibilities for immediate and direct reuse of research materials, including data, algorithms, methodology, and components. The new software environment is targeted at remote scientific teams, and will provide access to existing spatial distributed information for which we suggest implementation of a user interface as an advanced front-end, e.g., for virtual globe system.

Beyond the Task and Maintenance Functions in Groups: Developing External Functions in a High-performing Entrepreneurial Team in Thailand

The focal organization for this article is the leading engineering service company in Thailand hereinafter called ‘Thai CLV’. The company is well known for the good quality of its maintenance projects for oil tanks with a long period of service for the customers. Due to the rapidly changing engineering and technological landscape and the robust competition of the external environment and competitors, the management of the company believes that the utilization of team structure could deliver a flexible working environment and better outcomes for the project. Therefore, its field operations have utilized a team structure for its tank maintenance process. The focus of this article is Thai CLV’s effort to further organize itself around high-performance teams by exploring the opportunities of external functions towards a high-performing entrepreneurial team.

Flood Frequency Analysis (FFA) in Spanish catchments

Summary A frequency analysis of rainfall and flow from the available data and applications in Spain takes place. In the case of streamflow, various methods that can be grouped into two categories are used, (1) the gauged method which consist in the analysis of maximum flow rate annual series, and (2) the hydro-meteorological method which take into account processes with rainfall–runoff transformation models. The results are compared with observed data in historical series. Finally, six episodes with actual rainfall and flow record are analyzed. These episodes are also classified according to their frequency domain and results obtained from models are contrasted. To make this work we have used two applications launched in the University of Zaragoza: the SHEE program, which provides a simple and flexible working environment which allows the simultaneous management of the most actual and important databases from a hydrological point of view, highlighting the digital terrain models, the rainfall coverage and the curve number coverage, and that is suitable for the application of hydro-meteorological models; and the EHVE software, which is a hydrological statistical program for analysis of time series of extreme values, suitable for application in models of gauged data.

La organización y depuración de los contenidos online en tareas de investigación. Metodología docente en el ámbito de la arquitectura

Mastering the resources and tools to access information, especially that available on the internet, is a key issue for researchers in architecture. The use of visual and collaborative curation tools, enables students to organize the vast amount of online data. Moreover, they can drag and collect digital objects, filter web contents and results, thereby avoiding over-reliance on popular search engines. The aim is to enable students to familiarize themselves with an increasingly flexible and open work environment. In short, it is essential for them to incorporate technology, digital tools and online learning activities as key elements of their training, in a radical move away from outdated routines and uses.

Accommodating new ways of working: lessons from best practices and worst cases

Purpose The purpose of this study is to explore which factors may explain the high or low percentages of satisfied employees in offices with shared activity-based workplaces. Design/methodology/approach The paper compares data on employee satisfaction from two cases with remarkably high satisfaction scores and two cases with significantly lower satisfaction scores (total N = 930), all of the same organisation. These cases were selected from a database with employee responses to a standardised questionnaire in 52 flexible work environments. In the four case studies, also group interviews were conducted. Findings Overall, there are large differences in employee satisfaction between cases with, at first sight, a similar activity-based office concept. The main differences between the best and worst cases regard employee satisfaction with the interior design, level of openness, subdivision of space, number and diversity of work places and accessibility of the building. Employee satisfaction shows to be influenced by many physical characteristics of the work environment and by the implementation process. Satisfaction with the organisation may have an impact as well. Research limitations/implications Almost all cases regard Dutch organisations. Due to the lack of quantitative scales to define the physical characteristics of the work environment, the study is mainly descriptive and explorative and does not include advanced multivariate statistical analyses. Practical implications The data revealed clear critical success factors including a supportive spatial layout to facilitate communication and concentration, attractive architectural design, ergonomic furniture, appropriate storage facilities and coping with psychological and physical needs, such as privacy, thermal comfort, daylight and view. Critical process factors are the commitment of managers, a balance between a top-down and a bottom-up approach and clear instructions on how to use activity-based workplaces. Originality/value The study connects descriptive research with inductive reasoning to explore why employees may be satisfied or dissatisfied with flex offices. It is based on a combination of quantitative survey data from 52 cases and a closer look at two best cases and two worst cases based on qualitative data from interviews and personal observations. The study has high practical value due to the integral approach that incorporates many items of the physical environment and context factors like the implementation process.

Understanding the multigenerational workforce: are the generations significantly different or similar?

The paper assesses how the generations differ, if they in fact do, and the impact of their biographical profiles, in terms of six critical factors that define the organisational context. These organisational dimensions include extrinsic values/rewards, an interesting and motivating work environment, a flexible and efficient work environment, workplace fun, learning and diversity and, constant growth and advancement in the workplace. The population comprises of all staff in a local municipal department consisting of 300 employees from which a sample of 93 employees was drawn using cluster sampling. Data was collected using a self-developed questionnaire and analysed using both descriptive and inferential statistics. The psychometric properties (validity and reliability) of the questionnaires were statistically determined using Factor Analysis and Cronbach’s Coefficient Alpha respectively. The results of the study reflect that generational differences exist in terms of an interesting and motivating work environment, a flexibile and efficient work environment and, opportunities for learning and diversity. Furthermore, between the generations, biographical impacts also exist relating to gender, position, tenure and education in terms of the organisational dimensions except for workplace fun where no significant biographical differences were noted amongst the generations, implying that all generations irrespective of biographical profiles crave for workplace fun. Hence, the generations are significantly different in some respects and similar in others. Based on the results of the study, recommendations are made to ensure that generational differences are effectively accommodated to ensure optimal cohesion amongst the various generations and the skillful integration of their strengths that will optimise the realisation of organisational goals.

Four Years Later: Rural Mothers' and Employers' Perspectives on Breastfeeding Barriers Following the Passage of the Affordable Care Act.

For the working rural mother, one key source of support for breastfeeding is the employer. The purpose of this article was to examine workplace barriers and facilitators to breastfeeding in a small rural American community following the passage of the Affordable Care Act in 2010. We used a qualitative research design: semi-structured interviews with major employers and low-income working breastfeeding mothers, and a focus-group with another group of employed and unemployed breastfeeding low-income mothers. While some businesses accommodate breastfeeding mothers, few actively promote breastfeeding. Lack of compliance with the new law, inadequate breastfeeding information for mothers, and lack of support from co-workers and supervisors emerged as the main barriers to successful workplace breastfeeding. To improve workplace breastfeeding support significantly there is need for authentic collaboration among maternal-child and rural health agencies and businesses in creating breastfeeding-tolerant, flexible, and forward-looking work environments that, at a minimum, satisfy the law.

Gain in knowledge of Krishak Mitra through training

In view of recent advancement in the agricultural technologies and more and more involvement of Krishak Mitra in agriculture, the role of Krishak Mitra is not just to educate the Krishak Mitra regarding agriculture technologies but they have to pay equal attention towards dissemination of agro-based technologies for the socio-economic upliftment of the rural families. For this, it is imperative that the women functionaries should have through knowledge in agriculture and allied areas. Keeping this in view a 5 days training on agricultural technology for Krishak Mitra was organized at Krishi Vigyan Kendra, Barmer in collaboration with ATMA, Barmer. The concept of Agriculture Technology Management Agency (ATMA) was introduced in 1999 as an autonomous organization under the National Agricultural Technology Project (NATP) by providing flexible working environment with objective of integrating research, extension and all other stake holders at the district level to support the farmer’s needs and interest through an integrated approach of strategic plan. ATMA is a society of key stake holders involved in Gain in knowledge of Krishak Mitra through training

What Challenges Manual Workers' Ability to Cope with Back Pain at Work, and What Influences Their Decision to Call in Sick?

Although back pain (BP) is a very common cause for sickness absence, most people stay at work during BP episodes. Existing knowledge on the factors influencing the decision to stay at work despite pain is limited. The aim of this study was to explore challenges for coping with BP at work and decisive factors for work attendance among workers with high physical work demands. Three focus groups (n = 20) were conducted using an explorative inductive method. Participants were public-employed manual workers with high physical work demands. All had personal BP experience. Thematic analysis was used for interpretation. Results were matched with the Flags system framework to guide future recommendations. Workers with BP were challenged by poor physical work conditions and a lack of supervisor support/trust (i.e. lack of adjustment latitude). Organization of workers into teams created close co-worker relationships, which positively affected BP coping. Workers responded to BP by applying helpful individual adjustments to reduce or prevent pain. Traditional ergonomics was considered inconvenient, but nonetheless ideal. When pain was not decisive, the decision to call in sick was mainly governed by workplace factors (i.e. sick absence policies, job strain, and close co-workers relationships) and to a less degree by personal factors. Factors influencing BP coping at work and the decision to report sick was mainly governed by factors concerning general working conditions. Creating a flexible and inclusive working environment guided by the senior management and overall work environment regulations seems favourable.

Identifying Characteristics of Jobs of Front-line Personnel that Affect Abnormal Idle Time: A Case Study on a Popular Amusement Center in the Philippines

A number of studies in manufacturing have investigated on the factors that affect worker productivity. Some of these, for example, have shown that flexible working environments cause productivity loss due to the behavioral effects resulting from the flexible design of work. Although studies have mostly focused on manufacturing systems, the problem on productivity loss is also heavily affecting service organizations. Inspired by the studies in manufacturing and with the objective of increasing productivity of workers in service organizations, this research takes a look at the factors that affect the productivity of service workers. Specifically, the aim is to increase productivity through the decrease of abnormal idle time of workers in service environments. This is done by investigating closely the workers in an amusement center in the Philippines. Characteristics of the job of the worker such as the amount of supervisory/managerial work, the flexibility of the job and the amount of normal idle time are investigated for correlation with the amount of abnormal idle time. Initial results show that among these, the amount of supervisory/managerial work seems to affect abnormal idle time.

Job Satisfaction of Employees with Disabilities: The Role of Perceived Structural Flexibility

With this article we contribute to the inclusion of employees with disabilities in the workplace. Based on Stone and Colella's (1996) model of factors affecting the treatment of employees with disabilities in organizations, we concentrate on the investigation of job satisfaction as a focal affective response. Besides examining job satisfaction differences between employees with and without disabilities, we focus on perceived flexibility as an organizational boundary condition, arguing for its influence on the job satisfaction of employees with disabilities. We introduce perceived centralization and formalization, representing different indicators of flexibility, as moderators of the disability–job satisfaction relationship. Regression analysis using data from 110 small and medium‐sized companies with 4,141 employees reveals that employees with disabilities are less satisfied than their colleagues without disabilities in highly centralized environments. As predicted, a decentralized organizational context relates to higher job satisfaction levels for all employees, but especially for those having a disability. Contrary to our hypothesis, perceived formalization does not significantly influence the relationship between having a disability and job satisfaction. However, our results clearly indicate the need for companies and especially human resource departments to better adapt to the needs of people with disabilities by creating flexible working environments. © 2014 Wiley Periodicals, Inc.

모바일 기반 스마트 조선소 생산 공정관리 지원 시스템에 관한 연구

Abstract The shipbuilding industry is facing the various problems of less demand and oversupply owing to the global economic crisis and the increase in shipbuilding countries. Shipyards of the industry are making effortto strengthen their ability to handle the crisis via a smartwork technology for flexible working environment. In this study, we developed a smartwork system that manages the information in shipbuilding process with mobile devices such as smart phones and tablet PCs. To successfully apply the developed smartwork system to shipyards, we analyzed several best practices and management tasks of the shipbuilding processes. The developed system was designed by CBD approach that is a branch of service-oriented software engineering for reusability and flexibility on the system. As it is designed considering the flexible working environment, it supports to increase their productivity by reducing the time required to carry out tasks and by increasing the mobility required to manage work performance in field of shipyards.Key Words : Production process management, Smartwork, Shipyard, Component based development, Manufacturing execution system

An investigation on policy direction and drivers for sustainable facilities management practice in Nigeria

Purpose – The purpose of this paper is to investigate the state of sustainable facilities management (FM) practice in Nigeria particularly, as it relates to the sustainability policy and key drivers for sustainable FM practice among corporate organisations in Nigeria. Design/methodology/approach – The paper relied on data derived from a survey of 58 respondents (facilities managers and other top managers who have FM portfolios) representing 58 corporate organisations registered with Nigeria’s corporate affairs commission and interview sections in a case-study setting with three interviewees representing three corporate establishments in Nigeria. Findings – Findings identified health and safety, waste management and flexible working environment as the three main sustainability policy directions, in that order, while sustainability policy on biodiversity, urbanisation and forestation were the three least rated. Furthermore, the key drivers for sustainable FM practice are corporate image, job creation and waste reduction. Others are enhancing relation with stakeholders and reduction in energy consumption. Originality/value – This paper provides empirical evidence on the state of sustainable FM practice in Nigeria as a way of contributing to the much needed body of knowledge on sustainability in general and sustainable FM practice in particular.