Work Arrangements Research Articles

The use of teleworking in public administration during and after the COVID-19: The case of Kazakhstan

This study investigates the teleworking experiences of public servants amidst the COVID-19 pandemic. Drawing on insights from surveys conducted during the early stages of the pandemic, we explore the advantages, challenges, and variations in telework policies across government organizations. Our findings underscore the significance of telework satisfaction in influencing employee performance and reveal gender differences in telework preferences, particularly concerning family responsibilities. The study emphasizes the need to evaluate pandemic telework experiences to inform policy adjustments in public administration and businesses. Flexibility in work arrangements can enhance talent retention, employee satisfaction, productivity, and organizational resilience, crucial aspects for businesses navigating a post-pandemic world. Effective telework implementation requires not only technological upgrades but also shifts in corporate culture to create conducive conditions.

Preferences for Remote and Hybrid Work: Evidence from the COVID-19 Pandemic

The COVID-19 pandemic created an opportunity for many American workers to work from home. Did the rapid and widespread adoption of remote work arrangements influence workers’ preferences? This study analyzes the early pandemic work experiences of 52 participants (20 men and 32 women) in dual-earner households with children through in-depth interviews conducted in 2021 and 2022 via Zoom. The study explores respondents’ desire for remote and hybrid work, considering job satisfaction as well as job characteristics, family structure, and household organization. Unless their jobs were poorly suited to remote work, most workers with pandemic-era remote work opportunities—and even some who had not worked remotely—wished to keep remote access in their post-pandemic work arrangements. Respondents reported enhanced job satisfaction and productivity from remote work, as a result of greater schedule control and flexibility. We found that some workers were willing to change jobs to maintain their preferred work arrangement, while others acquiesced to employers’ return-to-work policies. The study highlights the need to understand workers’ preferences in supporting flexible work arrangements and contributes to the understanding of remote work on family dynamics during the pandemic and afterwards.

Spatial Labour Control

This article contributes to understanding the relationship between mobilities and labour control. Focusing on the expansion of the Chinese/Asian restaurant industry in the United States during the last two decades and drawing from a multi-sited, multi-scalar ethnography, the concept of spatial labour control is employed to explicate the various forms of labour control and the mechanisms that contribute to the autogenous reproduction of the industry’s out-of-state work arrangement. Specifically, a spatial lens reveals paternalistic control over workers’ food and housing, spatial control over workers’ morals and affect, and control over workers’ mobilities. Moreover, workers’ constant relocation to new work destinations to combat social isolation and feelings of restlessness unintentionally reproduces the circulation of atomized labour for the industry. Such conditions are inconducive to collectively addressing labour discontent.

ORGANIZATIONAL COMMITMENT IN TIMES OF CHANGE: LESSONS FOR MOLDOVA FROM EUROPEAN PRACTICES

This paper conducts a nuanced examination of organizational commitment, drawing from an array of European business practices to navigate the complexities introduced by the COVID-19 pandemic and the Ukrainian conflict. Employing a meticulous literature review methodology, the research spans academic articles, official reports, and organizational publications from 2010 to 2023. The selection criteria focused on relevance to organizational commitment, crisis management, and the impact of significant crises, employing a combination of keywords across various databases and websites. The analysis revealed an evolving understanding of organizational commitment, highlighting the necessity for Moldovan organizations to adopt contextually adapted engagement strategies. This adaptation is crucial in addressing the unique challenges posed by Moldova’s socio-economic conditions and the external pressures from regional instabilities. The study underscores the importance of flexible work arrangements, digital infrastructure improvements, and culturally informed management practices in fostering organizational commitment amidst uncertainty, offering insights for organizations aiming to maintain a committed workforce in challenging times.

Two's company, platforms make a crowd: Talent identification in tripartite work arrangements in the gig economy

The gig economy provides a novel setting that challenges many established ways of working. This paper unpacks the nature of talent identification in the gig economy through the role of three central actors; the online labor platform firm, the requester/customer and the gig worker. Talent identification in this context is especially novel as it emerges from tripartite relationships among independent economic actors, in contrast to traditional settings where talent identification is studied from a dyadic perspective (i.e., talented workers and the organization). We decipher the heterogeneity across online labor platforms and their gig workforces through the practice of talent identification. We provide an agenda to guide future research on the inclusive versus exclusive nature of talent identification in the gig economy as well as on online labor platforms as independent, yet powerful players who identify talents themselves alongside shaping talent identification processes between workers and hiring organizations. Accordingly, this paper extends the parameters of talent identification scholarship along with providing a different lens by which we examine work in the gig context.

Empowering sustainability in the virtual work landscape: Exploring social support, psychological empowerment and psychological well-being

The dynamics of virtual work have become increasingly complex in the ever-changing digital ecosystem, seeking a comprehensive examination of the connections among social support, psychological empowerment (PE) and psychological well-being (PWB). The study explores the multifaceted dynamics present in virtual environments, with particular attention on how PE mediates these relationships and how social support influences PWB by investigating the employees of the IT sector working in the National Capital Region (NCR) of India, a significant player of the global technology market, where remote and virtual work arrangements have been extensively employed. A survey was conducted using Google Docs, with 483 participants responding to personally administered questionnaires. The study’s conceptual framework was built upon the principles of self-determination theory (SDT) and the conservation of resources theory (COR). Confirmatory factor analysis and mediation analysis through structural equation modelling (SEM) techniques were utilized to evaluate the measurement model’s validity and explore the relation among variables. The results highlight the significance of social support in improving employees’ PWB in virtual work situations. Furthermore, the study indicates the existence of direct relationship between social support and well-being, as well as the mediating role of PE. The study reveals that impact, competence and self-determination act as intermediary factors, suggesting their capacity to facilitate the impact of social support on PWB.

Career paths of multiple jobholders: employers' perspectives and employees' experiences in retail and food service

PurposeMultiple jobholding (MJH) is assumed to be a growing phenomenon due to working life changes. This study presents new knowledge on the MJH career paths, from the perspectives of both employers and employees.Design/methodology/approachThe qualitative interview study was focused on retail trade and restaurant and food service industries in Finland, where MJH is a quite common work arrangement compared to other European countries. The data were analyzed with the concepts of the chaos theory of careers and with an abductive thematic content analysis.FindingsAccording to the results, several events and intertwined factors may lead individual careers gradually to MJH. Changing personal and family situations and leisure time needs attracted the careers towards MJH. MJH was not only a financial necessity to employees, but it also served their flexibility interests. The interviewed employers applied flexible non-standard employment arrangements mainly due to rapidly varying labor needs established in the industries. It was important for them to strengthen the non-standard core employees' sense of belonging to the work community. However, employees with work ability challenges were in risk to end up in peripheral positions at the labor market.Originality/valuePrevious research on multiple jobholding has not combined employers’ perspectives of MJH to employees’ experiences of career paths.

Understanding the Motivations of Gig Workers to Stay in an Organization

Abstract: In the modern landscape of the gig economy, which is characterized by flexible work arrangements and temporary employment obligations, maintaining gig workers in the organizational framework has become a critical concern. The aim of this study is to in-depth explore the complex motivations that drive the decisions of gig workers to persist within organizations. Through a nuanced examination of the roles of work satisfaction, the benefits sought and the culture of the workplace, as well as the mediating influence of organizational structure, this research seeks to unravel the complexities of retention dynamics in the gig economy. This study takes a multidisciplinary approach, combining theoretical ideas from organizational behavior and human resource management to understand the variables impacting gig workers' retention decisions. By combining actual data and conceptual frameworks, this study contributes to a better understanding of the reasons that drive gig workers' loyalty to organizational entities.

Were Parents Synchronizing Their Home-Based Working Arrangements During the COVID-19 Pandemic?

Little research has been done on parents’ coordination of their work arrangements during the COVID-19 pandemic. Synchronized work arrangements (e.g., both parents work from home) could enable working parents to maximize their togetherness, whereas desynchronized working arrangements could enable them to address some pandemic-induced challenges, such as an increased need for child care and distance education. We draw upon the Familydemic Harmonized Dataset a cross-county study offering data on work and family outcomes collected in Canada, Germany, Italy, Poland, Sweden, and the US. Using a sample of dual-earner heterosexual parents, this study examines whether working parents harmonized their transitions between home-based work and the workplace during the COVID-19 pandemic and explores factors that potentially contributed to this coordination process. The findings reveal that working couples’ transitions to home-based work from the workplace were synchronized. Parents with similar educational attainment were more likely to experience such coordination than couples with different levels of education. Cohabiting couples in married/registered unions were more likely to transition to home-based work simultaneously than non-registered cohabiting couples. The duration of synchronized home-based work episodes decreased with the number of children, and the length of synchronized workplace attendance increased with the age of the children.

Managing global supply chain teams: human resource strategies for effective collaboration and performance

This study examines the role of human resource (HR) strategies in enhancing collaboration and performance within global supply chains, an area of increasing importance in the context of globalized business operations. The primary objective is to identify and analyze current trends in HR practices that contribute to effective global supply chain management, focusing on adaptability, technological integration, sustainability, and ethical practices. Employing a systematic literature review and content analysis as its methodology, the study draws on academic journals, conference proceedings, and industry reports from databases such as Scopus, Web of Science, and Google Scholar. Key findings reveal that adaptability and flexible work arrangements, supported by digital HR technologies, are essential for operational resilience and employee engagement. The integration of sustainability and ethical considerations into HR practices is identified as crucial for maintaining competitive advantage and ensuring regulatory compliance. Furthermore, the development of cultural intelligence and inclusive leadership within global teams is highlighted as vital for fostering effective collaboration across diverse cultural landscapes. The study concludes that strategic HR management plays a pivotal role in navigating the challenges and leveraging the opportunities within global supply chains. Recommendations for practitioners emphasize the importance of continuous learning, embracing digital transformation, and integrating sustainability into HR practices. The study also outlines areas for further research, including the impact of emerging technologies on HR practices and the long-term effects of sustainable HR strategies on organizational performance. This research contributes valuable insights into optimizing HR strategies to enhance global supply chain collaboration and performance.

Flexible Work Arrangements: A Comparative Analysis of their Impact on Work-Life Balance, Dr. Aarti Sharma

Flexible Work Arrangements: A Comparative Analysis of their Impact on Work-Life Balance, Dr. Aarti Sharma

THE IMPACT OF FLEXIBLE WORK ARRANGEMENTS ON SOCIAL SECURITY MANAGEMENT: A SYSTEMATIC REVIEW

The increasing prevalence of Flexible Work Arrangements (FWAs), such as gig work, part-time work, and remote work, has raised concerns about the sustainability and adaptability of social security systems worldwide. This systematic review aims to examine the impact of these arrangements on social security programs. The problem statement emphasizes the importance of understanding the implications for social security, including changes in contributions, demographics, and the need for policy adaptation. Through a systematic approach, the review analyzes academic literature from Scopus and Econbiz databases, focusing on studies providing empirical insights into the effects of FWAs on social security systems. The findings of the review are synthesized from seven primary studies (n=7), revealing critical dimensions of the issue. Key among these is the challenges posed to social security programs, including reduced contributions due to irregular income patterns and demographic changes as the workforce ages. Additionally, the findings highlight the necessity for legal and policy adjustments to accommodate the nuances of FWAs. The review identifies several gaps in current research, particularly the need for more longitudinal studies to assess the long-term effects of FWAs on social security systems. Looking forward, this review suggests avenues for future research, emphasizing the importance of exploring the intersection of FWAs with technology and globalization. It also calls for more comprehensive studies on the efficacy of new policy adaptations in various socio-economic contexts. By offering a comprehensive understanding of how FWAs are reshaping global social security management, this review provides valuable insights for policymakers, researchers, and practitioners dealing with the dynamics of complex work and social welfare relations.

Theory testing and replication studies in the global work domain

Global work—any work arrangement that spans multiple countries and involves employees who are collaborating with one another, are culturally diverse and often are geographically dispersed—is a fascinating and timely research domain given the current social, technological, and geopolitical landscape. It may therefore be particularly tempting to explore novel theories and phenomena, and we have indeed seen a proliferation of new theories over recent years. However, we argue the global work domain needs to balance new theory development more carefully with theory testing and replication if it is to build cumulative scientific knowledge. In this editorial, we review established models and newer theories of global work that offer opportunities for theory testing, including (a) expatriate adjustment and adaptation theories, (b) models of global leadership effectiveness and expatriate managerial behavior, and (c) frameworks of global career consequences. We also identify existing empirical studies, whose replications would help advance the global work domain. This involves (a) deductively testing inductively developed models, (b) expanding existing studies to other types of global workers or adding meaningful new variables to a conceptual model that was examined, (c) using alternative methodological approaches to assess the predictions or research questions, or (d) adopting novel measures.

Charting Work Arrangements and Family Configuration over Our Working Lives

Using the National Longitudinal Survey of Youth-1979, we used sequence analysis to chart couples' work schedules and family configuration clusters between ages 22 and 53 ( n = 5263) to examine the association between family demands from marriage and childrearing and work arrangements between partners via a life course perspective by focusing on nonstandard work schedules, a vital indicator of precarious employment. We also explored whether such an association differs by race–ethnicity. Our sequence analyses uncovered six joint work schedule arrangements and six family configurations between ages 22 and 53, demonstrating the heterogeneity of family and work trajectories over working lives. We found married couples with two children later in life had relatively stable work patterns, whereas married couples with three or more children had the most diversified work patterns between ages 22 and 53. Furthermore, non-Hispanic Blacks were more likely to have relatively vulnerable work patterns than their non-Hispanic White counterparts.

Influencing Factors and Coping Strategies of Women's Fertility Intention under the Guidance of China's Development Policy

With the rapid development of China's social economy, people's living standards continue to improve. However, the willingness to have children has shown a downward trend, and the fertility rate has also declined. This phenomenon has attracted widespread attention from all sectors of society. This study aims to conduct an in-depth analysis of the influencing factors of women's fertility intentions under policy guidance. A questionnaire survey was conducted to investigate and analyze the current influencing factors of women's fertility intentions. Research has shown that policy orientation significantly affects women's reproductive decisions. Individual factors such as age, education level, and occupation, as well as family factors such as family income and place of residence, are closely related to fertility intentions. The dissemination channels of the fertility policy affect women's understanding of the policy, which in turn affects fertility decision-making. Obstacles in career development also affect women's consideration of childbirth. The social environment, especially family support, has a significant impact on women's reproductive decisions. Meanwhile, the balance between family and career is also an important factor affecting women's willingness to have children. Based on this, this article suggests further optimization and adjustment of the current fertility policy, such as improving maternity leave benefits, introducing flexible work arrangements, providing career development support, supporting fertility assistance services, and breaking workplace discrimination, to better meet the diverse fertility needs of women and promote sustainable social development.

The Impact of Extrinsic and Intrinsic Rewards on Employee Satisfaction: Towards a Reward Management Plan

This study evaluated how extrinsic and intrinsic could potentially impact the levels of employee satisfaction at Y College, in order to suggest inputs for reward management strategies. The study involved 69 non-teaching staff members from Y College, representing the entire population of interest. The researcher employed total enumeration, ensuring ethical standards and rigorous data collection and analysis for all participants involved in the study. The goal of this research was to propose a reward management plan incorporating Herzberg's Two Factor Theory of Motivation that could enhance employee satisfaction. Based on the conclusions derived in this study, the following are the recommendations: (1) Offer flexible work arrangements, considering the significant number of female employees balancing work and family responsibilities. (2) Implement diverse recognition programs alongside cash rewards, including employee of the month awards, team-based incentives, and non-monetary rewards like extra time off or professional development opportunities. (3) Maintain consistency and transparency in reward systems across all employees, irrespective of demographic variables. (4) Foster a culture of appreciation by celebrating achievements, milestones, and performance -based incentives. (5) Address gender gaps in job satisfaction through gender-sensitive policies, support resources, diversity promotion, regular monitoring, training, and leadership commitment to gender equality. (6) Align reward systems with organizational objectives and values, acknowledging individual preferences and career goals. (7) Adopt the proposed Rewards Management Plan to integrate both hygiene and motivator factors, optimizing intrinsic and extrinsic rewards for enhanced employee satisfaction.

The impact work–life balance and flexible work arrangements on non‐financial organisational performance

AbstractThe study's goal was to determine the effect of work–life balance (WLB) and flexible work arrangements (FWAs) on non‐financial organisational performance. The study was motivated by a lack of empirical research on the impact of WLB and FWA on organisational non‐financial performance in developing countries. The evaluation of organisational performance is skewed towards financial indicators at the expense of non‐financial metrics. The study's population consisted of management and non‐management employees from seven multinational and national manufacturing and service firms. Based on a population of 1068 people, the sample size was 678. The return rate was 86.72%. The respondents were chosen using a simple random sampling technique with the aid of a table of random numbers. The research design was a survey, with a validated structured questionnaire used. The data was quantitative, and it was analysed using SPSS (IBM, vr. 26) and SEM‐PLS (3.0). The main findings were that there was a statistically significant relationship among WLB, FWAs and non‐financial organisational performance. It was suggested that management include non‐financial performance indicators in performance evaluations and implement WLB and FWA policies to reduce paid work inferences with personal life.

A STUDY ON QUALITY OF WORKLIFE BALANCE AMONG EMPLOYEES

In today's fast-paced and competitive work environment, achieving a balance between work responsibilities and personal life has become increasingly crucial for both employees and organizations. This study aims to investigate the quality of work-life balance among employees within an organization and its impact on job satisfaction, productivity, and overall well-being. The research will employ both qualitative and quantitative methods to gather data, including surveys, interviews, and observations. By analyzing factors such as workload, flexibility in work arrangements, support from supervisors, and personal life satisfaction, the study seeks to identify strategies for enhancing work-life balance and promoting a healthier and more fulfilling work environment. The findings of this research are expected to provide valuable insights for organization leaders, HR professionals, and policymakers seeking to improve the well-being and performance of employees in the modern workplace. Quantitative data was collected using the non-probability, self administated questionnaire that consisted of influencing factors are identified and also using non parametric test (U test, correlation, H test.) analysis tools suitable interpretation was found it make positive change. Keyword: Worklife balance personal life work responsibilities development programs culture wellbeing high quality, productivity, opportunities, organizational dimension climate diversity sense commitments.

Impact of commuting time on self-reported work productivity: A quasi-longitudinal examination

Commuting is a fundamental aspect of daily life that profoundly influences work productivity. Despite extensive research in this area, findings are often inconclusive, primarily due to methodological limitations such as cross-sectional designs. Addressing these gaps, our study adopts a quasi-longitudinal approach to examine the causal effects of commuting time on self-reported work productivity during the COVID-19 pandemic lockdown. Survey data from 550 white-collar employees in Greater Melbourne were collected, capturing commuting behavior and work productivity before and during the lockdown. Utilizing regression models and cross-lagged panel analyses, our study reveals a modest decline in self-reported job performance and working hours during the lockdown, with notable variations among respondents. Interestingly, individuals with longer pre-pandemic commutes reported improved job performance and increased working hours while working from home. However, a significant decrease in self-reported work productivity was observed among female employees with young children, underscoring the critical need for childcare support during remote work arrangements. By shedding light on the intricate interplay between commuting, remote work, and self-reported productivity, our study provides valuable insights for informing workplace policies and support mechanisms.

Effects of social distancing during COVID-19 on informal learning behaviours and work performance: the role of organisational remote working cultures

ABSTRACT We explored the impact of social distancing and the subsequent shift to remote work during the COVID-19 pandemic on informal learning behaviours and work performance. To accomplish this, we conducted a large-scale international study at the peak of the pandemic in 2021, utilising self-report questionnaires distributed via online social business networks, with a total of N = 1,236 participants. In our study, we developed a research model wherein social distancing served as the independent variable and remote working cultures as the moderating variable. This model was validated using confirmatory factor analysis and regression analysis techniques. Our investigation affirms that social distancing had adverse effects on informal learning within organisations. Additionally, it suggests that social distancing alone does not necessarily cultivate a remote working culture. However, our study reveals that a remote working culture can mitigate the repercussions of social distancing. Consequently, we observed positive effects on work performance through informal learning, even amidst the pandemic. A key outcome is that business leaders should promote a remote work culture and, based on this framework, establish hybrid work arrangements that effectively combine in-person and remote work.