Relevant bibliographies by topics / Flexible work arrangements

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Flexible work arrangements'

Author: Grafiati
Published: 4 June 2021
Last updated: 29 July 2024

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Journal articles on the topic "Flexible work arrangements"

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AINSWORTH, SUSAN J. "FLEXIBLE WORK ARRANGEMENTS." Chemical & Engineering News 87, no. 26 (June 29, 2009): 40–42. http://dx.doi.org/10.1021/cen-v087n026.p040.

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Choi, Hyang-Mi, and Hyun-Jung Park. "Flexible Work Arrangements and Financial Performance in Korea." International Academy of Global Business and Trade 18, no. 3 (June 30, 2022): 1–15. http://dx.doi.org/10.20294/jgbt.2022.18.3.1.

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Purpose - The purpose of this paper is to verify the effectiveness of various types of flexible work arrangements and to provide implications on financial performance. This study further examined the effects of flexible work arrangements on firm performance depending on the size of firms. Design/Methodology/Approach - Using the panel data collected from 2016 to 2018, the study performed multiple regression analyses to analyze the effects of introduction and practical utilization of flexible work arrangements on firm performance, respectively. This study used the panel data of flexible work arrangements from the Korean Women Manager Panel Survey by the Korean Women's Development Institute. Findings - We found that firm performance was not enhanced by mere introduction of flexible work arrangements. The empirical results provided evidence that the utilization of work from home positively affected firm performance, while the other flexible work arrangements did not have significant effects on firm performance. The findings were more evident in smaller companies, where the utilization of work from home was positively related to firm performance, and flexi-time was negatively related. For larger companies, flexible working hour utilization was positively related to firm performance. Research Implications - The use of flexible working hours could be of help for larger companies with relatively more rigid culture. Flexi-time utilization could sacrifice financial performance for smaller firms, implying that having core hours might be more crucial for these companies to prevent potential communication problems. The use of work from home may benefit smaller companies with relatively more compact teams or a simpler structure.
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Sunaryo, Sinto, Hunik Sri Runing Sawitri, Joko Suyono, Lilik Wahyudi, and Sarwoto. "Flexible work arrangement and work-related outcomes during the Covid-19 pandemic: Evidence from local governments in Indonesia." Problems and Perspectives in Management 20, no. 3 (September 22, 2022): 411–24. http://dx.doi.org/10.21511/ppm.20(3).2022.33.

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The Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.
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Almer, Elizabeth Dreike, and Steven E. Kaplan. "The Effects of Flexible Work Arrangements on Stressors, Burnout, and Behavioral Job Outcomes in Public Accounting." Behavioral Research in Accounting 14, no. 1 (January 1, 2002): 1–34. http://dx.doi.org/10.2308/bria.2002.14.1.1.

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The majority of public accounting firms now offer flexible work arrangements to their professional employees. Presumably these arrangements help accommodate employee needs to manage work and family demands, while also improving job satisfaction and retention. The ability of flexible work arrangements to achieve these goals has received little attention. The current paper addresses this issue by reporting the results of a survey of CPAs working under a flexible work arrangement and a similar group of CPAs working under a standard arrangement but who appear to be plausible candidates for a flexible work arrangement. The survey elicited information about several key employment variables: job-related stressors (e.g., role conflict, role ambiguity, and role overload), burnout tendencies (e.g., emotional exhaustion, reduced personal accomplishment, and depersonalization) and behavioral job outcomes (e.g., job satisfaction and turnover intentions). Results show that CPAs on flexible work arrangements report higher job satisfaction and lower turnover intentions than those on a standard work arrangement. CPAs on flexible work arrangements generally have lower levels of burnout and stressors, though the reduced personal accomplishment burnout dimension may be conditioned upon whether the CPA has a mentor. Finally, for professionals switching to a flexible work arrangement, respondents indicated a significant improvement in job satisfaction and turnover intentions as well as some decline in burnout and stressors.
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Adi, Nuri Purwito, Tomohisa Nagata, Kiminori Odagami, and Koji Mori. "O-275 ASSOCIATION BETWEEN STATUS OF WORK ARRANGEMENTS WITH WORK ENGAGEMENT: A NATIONWIDE PROSPECTIVE COHORT STUDY." Occupational Medicine 74, Supplement_1 (July 1, 2024): 0. http://dx.doi.org/10.1093/occmed/kqae023.1107.

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Abstract Introduction Flexible work arrangements are becoming more popular since the Covid-19 pandemic. It allows employees not to physically interact with colleagues during working process. This phenomenon leads to several consequences both positive and negative. Our study aims to identify the status of flexible work arrangements compared to fixed work arrangements associated with work engagement. Methods This study is part of W2S-Ohpm study, a nationwide, online survey, prospective cohort study among workers in Japan. Work engagement was examined using Japanese version of Utrecht Work Engagement Scale. Status of work arrangement was defined using a single question, categorized into fixed work arrangement (regular and shift working time system) and flexible work arrangement (flextime, variable working hours system and discretion labor). Participants were observed from year 2022 – 2023. Linear regression was used for statistical analysis. The study was approved by UOEH, Japan ethics committee and followed CHERRIES guidelines. Results There were 16,629 participants following one-year observation. We found that flexible working arrangement employees were likely to have better work engagement compared to fixed work arrangement employees (Coefficient 2.401, p<0.001). The association was kept significant after being adjusted with sex, age, education, income, type of industry, job position and work from home status (Coefficient 1.070, p<0.001). Discussion Application of flexible work engagement was likely led to positive outcome of work engagement. It may be implemented at any kind of workplace, job position and possibly combined with work from home status. Conclusions Flexible work arrangements can be implemented not only for decreasing work demands but also increasing work engagement.
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Setyarini, Eti, and Fibria Indriati. "Mewujudkan Proactive Work Behaviour dalam Implementasi Flexible Working Arrangement Pasca Pandemi Covid-19." PERSPEKTIF 11, no. 2 (March 17, 2022): 632–42. http://dx.doi.org/10.31289/perspektif.v11i2.6064.

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This research was driven by the COVID-19 pandemic which had an impact on changes in employee working arrangements. Prior to the COVID-19 pandemic, many employees worked from the office (WFO), however, after the pandemic, many employees had the opportunity to work flexibly (either working from home or other remote work). This adaptability is part of the Flexible Working Arrangement (FWA), which is being implemented in an effort to minimize the spread of COVID-19. Various studies have found that such work arrangements, even in public organizations, will continue to be adopted after the COVID-19 pandemic. Therefore, organizations must ensure that flexible working arrangements have a positive impact on their organization. One of the efforts that can be done is to evaluate from the perspective of proactive work behaviour. In this regard, the objective of this research was to determine the best effort for implementing proactive work behaviour in the implementation of flexible working arrangements. The study was carried out with a qualitative approach and data collection techniques through documentation studies. The results indicate that proactive work behavior can be achieved in the context of implementing flexible work arrangements by: 1) establishing appropriate flexible working policies, 2) providing adequate organizational support, and 3) paying attention to employee well-being
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L., Govender, Migiro S. O., and Kyule A. K. "Flexible Work Arrangements, Job Satisfaction and Performance." Journal of Economics and Behavioral Studies 10, no. 3(J) (July 19, 2018): 268–77. http://dx.doi.org/10.22610/jebs.v10i3.2333.

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Flexible work arrangements (FWA) prefer to flexibility regarding an employee’s work location, working times and how much an employee works . FWA practices are designed to keep employees motivated and satisfied with work and non -work related roles. Existing empirical studies on the impact of flexible work arrangements on performance, and job satisfaction have mostly been conducted in developed countries. This paper sought to address this gap by undertaking a study in an organization specific context in a developing country, in particular Durban Westville Eskom, South Africa. The main aim of this paper was to establish the relationship between flexible work arrangements, performance and job satisfaction at Durban Westville Eskom shared services department. This paper is anchored on the two - factor theory, Vrooms expectancy theory, Role theory, and Spillover theory. The target population consisted of 120 employees reporting to revenue management shared services. Simple random sampling technique was used to determine the sample size whereby a sample of 92 employees was obtained . An online questionnaire was used to collect data from the sample. Data was analysed through descriptive statistics and correlation analysis. The findings show that a majority are satisfied with their current work arrangements, and that flexible work arrangement could make them stay with their current employer. In addition, it was found that performance and flexible work arrangement have a strong positive correlation. The study concluded that flexible work arrangements enhanced employee retention, and job satisfaction which led to higher productivity.
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Jung, Hanna. "Job satisfaction, Work-family balance and Time-flexible work arrangements." Korean Society for the Economics and Finance of Education 31, no. 2 (June 30, 2022): 85–104. http://dx.doi.org/10.46967/jefe.2022.31.2.85.

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This study analyzes the effects of time-flexible work (flexible working system and reduced working hours during childcare) on job satisfaction and work-family balance satisfaction. According to the resource theory, time-flexible work has a positive effect on workers' lives by allowing them to flexibly allocate time and energy. On the other hand, according to the self-control theory, time flexibility has a negative effect on workers' lives by increasing the tasks they have to do at home. The result shows that the flexible working system increases job satisfaction and work-family balance satisfaction. The result also shows that the reduced working hours for childrearing do not have a significant effect on job satisfaction while increasing work-family balance satisfaction. It is interpreted that the work-family balance satisfaction of workers with young children is significantly high, but this does not lead to job satisfaction.
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Butarbutar, Marisi, Abdi Kurnia Lubis, Robert Tua Siregar, and Supitriyani Supitriyani. "Implementation Of Work Stress In Moderating Work-Life Balance And Flexible Work Arrangements For Job Satisfaction During The Covid-19 Pandemic." International Journal of Science, Technology & Management 3, no. 5 (September 19, 2022): 1357–64. http://dx.doi.org/10.46729/ijstm.v3i5.615.

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Teachers as human resources in schools have demands that the implementation and work-life balance and flexible work arrangement can be balanced and minimize work stress. The implementation of online learning systems that can make teachers do work-life balance and flexible work arrangements should be able to reduce stress and increase job satisfaction. But the reality in the field is that many teachers do not get job satisfaction. The purpose of this study was to analyze the description and effect of work-life balance, flexible work arrangement, job satisfaction and job stress. The object of this research is the State Senior High School PNS Teachers in Pematang Siantar City who have been certified as many as 168 people. Data analysis techniques used are normality test, regression analysis, correlation coefficient and determination and hypothesis testing. The test was carried out using the SPSS Statistic version 20 program. The results showed are Jjb satisfaction, work-life balance, flexible work arrangement and work stress were in the answers with the criteria of agree/satisfied. The practice of flexible work arrangements affects work-life balance. The results of the regression have a positive influence between each variable. The results of the correlation coefficient analysis obtained a strong and positive relationship. The results of hypothesis testing show a positive and significant effect. Work stress variable is not a moderating variable. It is concluded that the application of work-life balance and flexible work arrangements can increase job satisfaction and work stress is a debilitating variable.
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Kurniawan, Vincentius Kevin. "Determinan work from home dan flexible work arrangements terhadap employee performance PT CTI." Jurnal Manajemen Bisnis dan Kewirausahaan 7, no. 2 (March 29, 2023): 421–30. http://dx.doi.org/10.24912/jmbk.v7i2.23366.

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The WFH system can be picked up after employees have successfully weathered the pandemic and found increased productivity when most staff are working from home. The purpose of this study is to analyze the phenomenon of declining performance at PT CTI based on financial report data that appears in 2021 by comparing the Work from Home (WFH) and Flexible Work Arrangements (FWA) incentives to Employee Performance (EP). The purpose of this study is to see whether work from home and flexible work arrangements have an influence on employee performance at PT CTI. The research approach used based on the research objectives is explanatory research. The data analysis methodology in this study uses Partial Least Square (PLS). The results obtained that Work from Home has a significant positive effect on Employee Performance. Flexible Working Arrangement has a significant positive effect on Employee Performance. Office-based workers who are still working from home can adapt work as the new normal to return to full-time work on a hybrid basis. Flexible work arrangements can be selected by employees based on different work schedules to meet personal or family needs. This research is important for companies to understand and develop work from home and flexible working arrangements to encourage productive behavior and prevent unproductive behavior from affecting performance. Sistem WFH dapat diambil setelah karyawan berhasil melewati masa pandemi dan menemukan peningkatan produktivitas saat kebanyakan staf bekerja dari rumah. Tujuan penelitian ini untuk menganalisis fenomena penurunan performa pada PT CTI berdasarkan data laporan keuangan yang muncul pada tahun 2021 dengan membandingkan instentif Work from Home (WFH) dan Flexible Work Arrangements (FWA) terhadap Employee Performance (EP). Desain penelitian yang digunakan adalah kuantitatif. Pendekatan penelitian yang digunakan berdasarkan tujuan penelitian adalah penelitian eksplanatori. Metodologi analisis data dalam penelitian ini menggunakan Partial Least Square (PLS). Hasil penelitian diperoleh Work from Home memiliki pengaruh positif signifikan terhadap Employee Performance. Flexible Working Arrangement memiliki pengaruh positif signifikan terhadap Employee Performance. Tenaga kerja berbasis kantor yang masih bekerja di rumah dapat menyesuaikan bekerja sebagai normal baru untuk kembali bekerja penuh waktu secara hybrid. Pengaturan kerja yang fleksibel dapat dipilih oleh karyawan berdasarkan jadwal kerja yang berbeda untuk memenuhi kebutuhan pribadi atau keluarga. Penelitian ini penting bagi perusahaan untuk memahami dan menyusun work from home dan flexible working arrangement untuk mendorong perilaku produktif dan mencegah perilaku yang tidak produktif mengingat peran motivasi kerja dalam memengaruhi kinerja.
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Dissertations / Theses on the topic "Flexible work arrangements"

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Forris, Sandra Ellen. "The Quest for Work and Family Balance Using Flexible Work Arrangements." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1439.

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Abstract Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.
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Ilhan, Fidanay Nilufer. "The Social Character Of The European Union: Flexible Work Arrangements." Master's thesis, METU, 2004. http://etd.lib.metu.edu.tr/upload/2/12605717/index.pdf.

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In this study, the way how the new challenges faced in the post-Fordist period affected labour work arrangements and European social policy making is analyzed. In this regard, the formation of flexible work arrangements and forms of flexibility are examined. The attempts of the European Union to produce effective strategies to connect economic developments to social progress are discussed.
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Fidanay, Nilüfer İlhan Supervisor :. Gitmez Ali. "The Social character of the European Union : flexible work arrangements." Ankara : METU, 2004. http://etd.lib.metu.edu.tr/upload/2/12605717/index.pdf.

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WEBSTER, SANDI. "FLEXIBLE WORK ARRANGEMENTS: TECHNOLOGY ENABLING EMERGING POPULATIONS OF MILLENNIALS AND BABY BOOMERS." Diss., Temple University Libraries, 2018. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/496619.

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Business Administration/Human Resource Management
D.B.A.
The official standard of a 40-hour work week has not changed for decades in the United States. A flexible work arrangement (a.k.a. telework, flexible schedule or telecommuting) is an alternative to the traditional 9am to 5pm, 40+hours work week in office. In truth, the working environment has changed as employees are expected to work more than 40 hours per week and must be accessible around the clock on weekends and after the end of the workday. Millennials and Baby Boomers (called the emerging populations) are pushing the agenda on flexible work arrangements and getting more flexible schedules. Technology makes this all possible. Millennials are described as the always-connected-to-the-internet generation (Choney, 2012), while any new technological process requires significant instruction and training, and presents a challenge for older workers (Charness, 2006). This grounded theory research (Glaser and Strauss, 1999) informs and updates academics, practitioners, companies, and employees on how technology is enabling flexible working arrangements (referred to as FWA) for the emerging populations. The paper draws on both unstructured interviews and a survey with key informants across age ranges who are business owners, corporate workers, and employees. It explores the tools that are critical to connecting to the office, the advantages and disadvantages of working outside the office, and gives guidelines for employers and workers to utilize when creating a best-in-class flexible environment. Keywords: flexible work arrangement, flexible schedule, millennials, baby boomers, telecommuting, work-life conflict, technology, best practices, emerging populations
Temple University--Theses
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Webster, Sandi. "Flexible Work Arrangements| Technology Enabling Emerging Populations of Millennials and Baby Boomers." Thesis, Temple University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10808781.

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The official standard of a 40-hour work week has not changed for decades in the United States. A flexible work arrangement (a.k.a. telework, flexible schedule or telecommuting) is an alternative to the traditional 9am to 5pm, 40+hours work week in office. In truth, the working environment has changed as employees are expected to work more than 40 hours per week and must be accessible around the clock on weekends and after the end of the workday.

Millennials and Baby Boomers (called the emerging populations) are pushing the agenda on flexible work arrangements and getting more flexible schedules. Technology makes this all possible. Millennials are described as the always-connected-to-the-internet generation (Choney, 2012), while any new technological process requires significant instruction and training, and presents a challenge for older workers (Charness, 2006).

This grounded theory research (Glaser and Strauss, 1999) informs and updates academics, practitioners, companies, and employees on how technology is enabling flexible working arrangements (referred to as FWA) for the emerging populations. The paper draws on both unstructured interviews and a survey with key informants across age ranges who are business owners, corporate workers, and employees. It explores the tools that are critical to connecting to the office, the advantages and disadvantages of working outside the office, and gives guidelines for employers and workers to utilize when creating a best-in-class flexible environment.

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Williams, Penelope. "Take it from the top: Shaping supervisor support for flexible work arrangements." Thesis, Queensland University of Technology, 2017. https://eprints.qut.edu.au/107907/4/2019-06-05_Penelope_Williams_Thesis.pdf.

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This thesis by published papers presents a case study into the organisational dynamics that shape supervisor support for flexible work arrangements. The research findings show that supervisor support is influenced by organisation-wide signals of support, the views and behaviours of senior managers, and the structural supports provided by the HR function. The research deepens knowledge of HR systems and organisation support, and has important implications for how organisations implement flexible work arrangements.
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Fisher, Lisa M. "Flexible Work Arrangements in Context: How Identity, Place and Process Shape Approaches to Flexibility." University of Cincinnati / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1275070770.

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Bessa, Ioulia. "Flexible work arrangements in Greece : theoretical perspectives and evidence from employers and employees." Thesis, City University London, 2012. http://openaccess.city.ac.uk/2948/.

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The thesis examines Flexible Work Arrangements (FWAs) in the Greek labour market and theoretical perspectives that may explain employers’ and employees’ perceptions of flexible working in Greece. Its objectives are: (1) to contribute to the sociology of work and labour economics literatures, by revisiting theoretical perspectives, applying them to the Greek labour context and adding empirical evidence on different FWAs; (2) to contribute to the literature on flexible working and new forms of management practices, by not only focusing on a context that has been neglected, but also by developing a two-level study of both employers’ and employees’ perspectives; (3) to assess potential implications of flexible working by focusing on the job quality of flexible workers and, in doing so, contribute to the growing literature on the impacts of new forms of work. In Chapter 3, the datasets are presented. First, the fourth European Working Conditions Survey (EWCS) and the second European Quality of Life Survey (EQLS) are described and employed to benchmark employee use of FWAs in Greece. Second, a survey conducted in Greece during the period 2010-2011 is described. The resulting Greek Dataset on Flexible Work (GDFW) covers 40 companies and 492 employees. The second part of the thesis reports three empirical studies. In Chapter 4, EWCS and EQLS show that the use of FWAs in Greece is significantly lower (compared to other EU countries) highlighting the question: why is the incidence of flexible working lower in Greece? Four FWAs forms are studied: part-time, temporary, telework and work from home as well as a hybrid category, “no contract”. The findings suggest that part-time, temporary and “no contract” employees characterise a secondary labour market, while telework and work from home, though rare are more noticeable than previously observed in the literature and demonstrate characteristics of a primary labour market. Overall, this first empirical study enabled a reassessment of the research questions, data needed and provided further insights into how chosen theoretical perspectives could be further explored to set hypotheses concerning employers’ as well as employees’ perspectives. The first study (Chapter 5) analyses the GDFW through institutional theory. Its purpose is twofold: first, to examine at an organisational level the environmental factors that may impact on employer offer of FWAs. Second, to explore characteristics, that are directly associated with employee use of / interest in FWAs. Additionally, the relationship between FWAs with Work-Life Balance (WLB) and life satisfaction is examined. Results show that pressures coming from competition, EU, legislation and labour market are significant predictors of employer offer. With regard to employees, the results suggest that the use of FWAs and employee interest in FWAs are associated with: their role in the organisation, tenure and family obligations. Implications of these findings for human resource management, industrial relations and the spread of flexible working in Greece as well as future research are discussed. The second study investigates FWAs quality in Greece through dual labour market theory (Chapter 6). Hypotheses are set and tested using the GDFW. Perceptions of employees and employers on FWAs show that these are associated with low job quality. Flexible workers are mostly females, younger employees and those with lower educational background, suggesting a segmented workforce and a distinction between full-time employees (“insiders”) and flexible workers (“outsiders”). These inequalities are likely to remain, thus showing that convergence in the labour market is a distant European goal. Chapter 7 summarises the research objectives of the thesis. It summarises the results obtained for the Greek case, and compares them to the European context. It further describes how findings may be generalised. Most importantly, it provides the practical implications of the thesis, acknowledges its limitations and addresses how what has been learnt by this research can foster future research.
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Sprinkle, Therese A. "Beyond a Need-Based Fairness Perspective: Coworkers’ Perceptions of Justice in Flexible Work Arrangements." University of Cincinnati / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1336413179.

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Kirkizlar, Huseyin Eser. "Performance improvements through flexible workforce." Diss., Atlanta, Ga. : Georgia Institute of Technology, 2008. http://hdl.handle.net/1853/26668.

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Thesis (Ph.D)--Industrial and Systems Engineering, Georgia Institute of Technology, 2009.
Committee Co-Chair: Hayriye Ayhan; Committee Co-Chair: Sigrun Andradottir; Committee Member: David M. Goldsman; Committee Member: Douglas G. Down; Committee Member: Robert D. Foley. Part of the SMARTech Electronic Thesis and Dissertation Collection.
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Books on the topic "Flexible work arrangements"

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Koch, Kathy. Flexible Work Arrangements. 2455 Teller Road, Thousand Oaks California 91320 United States: CQ Press, 1998. http://dx.doi.org/10.4135/cqresrre19980814.

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Lipsett, Brenda. Flexible work arrangements: Evidence from the 1991 and 1995 Survey of Work Arrangements. [Hull, Quebec]: Human Resources Development Canada, Applied Research Branch, 1997.

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Gottlieb, Benjamin H. Flexible work arrangements: Managing the work-family boundary. Chichester [England]: Wiley, 1998.

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Association of Research Libraries. Office of Management Services., ed. Flexible work arrangements in ARL libraries. Washington, DC: Association of Research Libraries, Office of Management Services, 1992.

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Barney, Olmsted, AICPA Women and Family Issues Executive Committee., and American Institute of Certified Public Accountants. Management of an Accounting Practice Committee., eds. Flexible work arrangements in CPA firms. New York, NY: American Institute of Certified Public Accountants, 1997.

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Kugelmass, Joel. Telecommuting: A manager's guide to flexible work arrangements. New York: Lexington Books, 1995.

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U, Zeytinoglu Isik, ed. Flexible work arrangements: Conceptualizations and international experiences. The Hague: Kluwer Law International, 2003.

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Fyock, Catherine D. Flexible staffing: Productive and cost-effective work arrangements. Greenvale, N.Y. (14 Plaza Rd., Greenvale 11548): Institute for Management, 1989.

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Estess, Patricia Schiff. Work concepts for the future: Managing alternative work arrangements. Menlo Park, CA: Crisp Publications, 1996.

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United States. General Accounting Office, ed. The use of alternative work arrangements at GAO. Washington, D.C: The Board, 2001.

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Book chapters on the topic "Flexible work arrangements"

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Davey, Judith. "Flexible Work Arrangements." In Encyclopedia of Geropsychology, 1–7. Singapore: Springer Singapore, 2015. http://dx.doi.org/10.1007/978-981-287-080-3_245-1.

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Davey, Judith. "Flexible Work Arrangements." In Encyclopedia of Geropsychology, 891–97. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-287-082-7_245.

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Chung, Heejung. "Work, Alternative/Flexible Arrangements." In Encyclopedia of Quality of Life and Well-Being Research, 7203–8. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3263.

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Nollen, Stanley. "2. Flexible Work Arrangements." In Changing Work Relationships in Industrialized Economies, 21. Amsterdam: John Benjamins Publishing Company, 1999. http://dx.doi.org/10.1075/aios.1.05nol.

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Zeytinoğlu, Işik Urla. "3. Flexible Work Arrangements." In Changing Work Relationships in Industrialized Economies, 41. Amsterdam: John Benjamins Publishing Company, 1999. http://dx.doi.org/10.1075/aios.1.06zey.

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Chung, Heejung. "Work, Alternative/Flexible Arrangements." In Encyclopedia of Quality of Life and Well-Being Research, 7800–7804. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17299-1_3263.

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Wahab, Harlida Abdul, Hanis Wahed, and Siti Suraya Abd Razak. "Flexible Work Arrangements and the Legal Considerations in Malaysia." In Proceedings of the 12th UUM International Legal Conference 2023 (UUMILC 2023), 401–9. Dordrecht: Atlantis Press International BV, 2024. http://dx.doi.org/10.2991/978-94-6463-352-8_31.

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Garsten, Christina. "Colleague, Competitor, or Client: Social Boundaries in Flexible Work Arrangements." In Managing Boundaries in Organizations, 244–61. London: Palgrave Macmillan UK, 2003. http://dx.doi.org/10.1057/9780230512559_14.

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Barbar, Julia, Rabia Naguib, and Maysaa AbuHilal. "Work-Life Balance Challenges and Family-Friendly Policies: Evidence from Qatar." In Gulf Studies, 107–34. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-6006-4_5.

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AbstractThis chapter focuses on the major challenges facing women in balancing work and family life, highlighting the crucial role of cultural and institutional factors in shaping work-life policies in Qatar. The chapter provides a comparative analysis of human resource laws and recent developments in family-friendly policies, such as leave, childcare, and flexible work arrangements. The chapter also presents the findings of 26 semi-structured interviews with local and migrant women, exploring the challenges they face in the workplace, the factors influencing their employment decisions, and the impact of the COVID-19 pandemic on their work-life experiences. The chapter concludes with insights into the significance of part-time work and flexible work arrangements for women in Qatar.
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Breaugh, James A., and Angela M. Farabee. "Telecommuting and Flexible Work Hours: Alternative Work Arrangements that Can Improve the Quality of Work Life." In Work and Quality of Life, 251–74. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4059-4_14.

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Conference papers on the topic "Flexible work arrangements"

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Asmawi, A., and N. S. Othman. "Barriers to Flexible Work Arrangements (FWA) in Malaysian Knowledge-based Industries." In 2018 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2018. http://dx.doi.org/10.1109/ieem.2018.8607349.

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Wen, Haitao, Shuang Xia, Yue Sun, Li Wang, and Ziyue Yu. "Flexible Work Arrangements and Willingness to Stay: Mediating and Moderating Roles." In 2021 10th International Conference on Industrial Technology and Management (ICITM). IEEE, 2021. http://dx.doi.org/10.1109/icitm52822.2021.00019.

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Kuznetsova, Alla Spartakovna. "Proactive Approach to Rest and Functional States’ Self-Regulation in Flexible Work Arrangements." In Personal and Regulatory Resources in Achieving Educational and Professional Goals in the Digital Age. European Publisher, 2020. http://dx.doi.org/10.15405/epsbs.2020.10.04.31.

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Safira, Titania Dara, and Sri Handari Wahyuningsih. "The Mediating Effect Of Work Life Balance In Explaining The Effect Of Flexible Work Arrangements And Job Satisfaction On Employee Performance." In Proceedings of the 1st International Conference on Economics and Business, ICEB 2023, 2-3 August 2023, Padang, Sumatera Barat, Indonesia. EAI, 2024. http://dx.doi.org/10.4108/eai.2-8-2023.2341457.

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Gašić, Dimitrije. "The Influence of Flexible Work Arrangements on the Corporate Efficiency During the Covid-19 Pandemic in the Republic Of Serbia." In 26th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management. University of Novi Sad, Faculty of Economics in Subotica, 2021. http://dx.doi.org/10.46541/978-86-7233-397-8_119.

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Periyal, Arun, Ritwik Ghoshal, and Vaibhav Joshi. "A Numerical Investigation on Flow Induced Vibration of Flexible Risers in Tandem Arrangements." In ASME 2022 41st International Conference on Ocean, Offshore and Arctic Engineering. American Society of Mechanical Engineers, 2022. http://dx.doi.org/10.1115/omae2022-80601.

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Abstract In this work, a numerical simulation of flow-induced vibrations (FIV) of two tandem long flexible cylinders is performed. In this regard, a fluid-structure interaction solver that uses a partitioned iterative formulation for coupling between the nonmatching 3D fluid mesh elements and the 1D beam elements is carried out through conservative surface-to-line coupling and vice-versa. Simulations are performed for two identical cylinders with an aspect ratio of 350 and a mass ratio of 1.9 which are subjected to a uniform with a Reynolds number of 6400. Simulations are carried out for various gap ratios ranging from a low gap ratio of 8 to a very high gap ratio of 16. The displacement time history of both the flexible cylinders is computed in both cross-flow (CF) and in-line (IL) directions. It is observed that the FIV response of the upstream cylinder roughly resembles the typical vortex-induced vibration response of a single/isolated flexible cylinder. The upstream riser vibrates with lower amplitude as a result of high reduced velocity, away from the synchronization regime. However, due to the interaction of the downstream riser with the disturbed wake of the upstream riser, its amplitude is observed to be higher, indicating resonance with the vortex shedding frequency and high amplitude vortex-induced vibrations. The shielding effects experienced by the downstream cylinder due to the wake generated from the upstream cylinder and its concomitant effect on the response of the riser have been studied thoroughly for different gap ratios. Investigation on dominant frequencies, the trajectory of the riser, and flow analysis of the interacting vortices are also performed in this study.
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Kwasny, D. M., and R. J. Cipra. "User Interactive Flexible Fixturing System." In ASME 1993 Design Technical Conferences. American Society of Mechanical Engineers, 1993. http://dx.doi.org/10.1115/detc1993-0347.

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Abstract The focus of this work is on developing a user interactive flexible fixturing system which is used for synthesizing and testing fixture layouts for use in assembly operations. The system is designed to develop fixtures that utilize a specific type of three-point frictional constraint The first component of the system is the synthesis program which employs an analysis strategy that uses graphical techniques to characterize the stability of given fixture configurations. A stability threshold based on fixture element contact friction is identified to provide an indicator for the stability of layouts, and on-screen graphical displays are available to compare the stabilities of multiple configurations. A synthesis strategy is introduced to provide a guide to aid in the selection of constraining element arrangements on part surfaces. The second component of the system is the verification phase which allows arbitrary polygonal objects to be constrained with newly synthesized fixture layouts in a flexible test cell so that experimental results can be compared to analysis results. The entire system is demonstrated through examples and comparisons are made between the analytical results and experimental verification data.
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Gustave, Nicole, and Abdullah Alarfaj. "Is Digital Nomadism the Answer to Work Life Balance?" In SPE Middle East Oil & Gas Show and Conference. SPE, 2021. http://dx.doi.org/10.2118/204874-ms.

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Abstract The world is currently experiencing a rude awakening because of the COVID-19 pandemic and in a matter of months businesses averse to trust the benefits of remote working have been compelled to adapt. This advantage has enabled many Human Resource (HR) Professionals to revisit the dreaded topic of flexible working, as the new normal has shown that it is not where you work but the work you produce that matters. Ironically, the age-old question of work-life balance surfaces as individuals search for the purpose of life as the pandemic brings everyone to their knees and philosophically people question what exactly is this balance. For HR Professionals this question is not personal but a matter of their profession in providing companies with a wider lens to understand that in order to remain competitive they need to adapt to change. One of the ways is to develop an open mindset and flexibility to revise their policies on types of flexible working, which offers work-life balance and positively impacts their ability to retain and attract highly skilled talent. This article examines the concept of Digital Nomadism as one of the radical yet realistic ways to achieve work-life balance. Digital Nomadism puts a new spin on work arrangements and is a movement of highly mobile workers who dictate where they work, how they adapt to the demands of work to suit their lifestyle and find balance; with digital technologies. The concept has been around since 2014, the history of nomadism even longer but what is new, and why this subject adds value is the ingenuity of technology, how it makes this way of working a reality and the increasing numbers of digital nomads. The research suggests that approximately several hundred thousand of digital nomads exist throughout the world and numbers continues to rise due to globalization and the need for talent to be flexible with their lifestyles and work. Interestingly, while many companies are convinced of the technological disruptors and how it changes the face of work from a technical perspective, the flexibility of work patterns remains a hard sell in some cases. Consequently, recruiting for talent, employment contracts and the way work is organized, remains the same and lacks flexibility. This limits the opportunity to remain competitive, retain or attract top talent and drive innovation at all angles of the business. This paper will confirm whether the solution to work-life balance is the notion of digital nomadism, detailing how it works, its benefits and issues, with the intention to offer an option to forward thinking companies, reasons to adapt their flexible working policies.
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Cardolaccia, Jerome, and Franck Baj. "An Experimental Study of Fluid-Structure Interaction in Basic In-Line Arrangements of Cylinders." In ASME 2015 Pressure Vessels and Piping Conference. American Society of Mechanical Engineers, 2015. http://dx.doi.org/10.1115/pvp2015-45311.

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Heat exchangers are very common equipment used in numerous industrial facilities all around the world. Throughout the years, engineers have learned how to build them, how to make them more robust and efficient and how to develop and adapt them for a wide variety of applications. Yet the fact remains that the dynamic motion of a flexible cylinder submitted to a cross flow inside a tube bundle responds to physical principles that are still to be fully understood [1]. More specifically, the prediction of whether or not a tube will exhibit damping-controlled instability (flutter) cannot be achieved better than with an acceptable margin of safety, let alone dealing with unknown geometries or conditions of operation. We offer here to go back to the start and to observe this instability experimentally in even simpler geometries under low-turbulent monophasic flow. For this work, we had a small hydraulic loop at our disposal. It lets water flow at Reynolds numbers from 3000 to 10000 through a working section comprising one to three tubes (or a full 4×5 array), among which only one is flexible. A lot of different patterns have been tested, notably cylinders side-to-side along the flow or transverse to it and cylinders in tandem, vibrating either in the lift or in the drag direction. This experimental setup allowed us to plot the tube frequency, its apparent damping and its amplitude according to the reduced velocity. In the end, we aim to provide the community with some supplementary experimental data and hopefully shed some light on the behavior of these oscillating tubes.
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Johnson, Coralie, Miles Macleod, and Klaasjan Visscher. "The utility of a peer review application in interdisciplinary teamwork arrangements." In SEFI 50th Annual conference of The European Society for Engineering Education. Barcelona: Universitat Politècnica de Catalunya, 2022. http://dx.doi.org/10.5821/conference-9788412322262.1151.

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Project and challenge-based learning typically require students to navigate personal and professional relationships within a team, in order to collaboratively solve authentic problems. These collaborations are often interdisciplinary in nature – an arrangement that adds increased complexity to the team’s functioning. This is due to distinctions in approaches, epistemologies, ethos or jargon. The ability to provide (and receive) appropriate and constructive feedback to peers, within the team, is a key skill that can enhance team functioning and ultimately, output. Furthermore, it is a competence that aids in lubricating social and work impediments that may be causing bottlenecks to creativity, or the manifestation of ideas. The aim of this study, set within three different interdisciplinary bachelor modules, is to determine to what extent the use of the ‘Buddycheck’ application for peer review, is appreciated by students and teachers. The application, hosted within the learning management system of the university, allows students to rank their peers’ performance according to teacher-set criteria, as well as through flexible open-format feedback; in order to facilitate opportunities for enhanced communication and expectation alignment. We wish to ascertain to what degree team functioning is enhanced through the scaffolded communication opportunities, by highlighting and creating openings to discuss undesirable behaviours, through the feedback application. Preliminary results appear to favour this mode of feedback facilitation, albeit with certain caveats, detailed later. Since teamwork is universal in tertiary education, these insights may be helpful for educators attempting to further improve the evaluation of the process of their projects or challenges.
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Reports on the topic "Flexible work arrangements"

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Fast, Janet, Andrew Magnaye, Choong Kim, and Jacquie Eales. Employed Caregivers in Canada: Infographic Compilation. The Vanier Institute of the Family, May 2023. http://dx.doi.org/10.61959/x190507c.

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In partnership with Research on Aging, Policies and Practice (RAPP). This compilation includes six infographics that each provide insight into various aspects of caregiving and on the value and contributions of family caregivers across Canada. The infographics contained in this resource highlight the significant contributions that employed caregivers make to their families’ wellbeing, workplaces, and society. They also demonstrate how supporting employed caregivers makes good business sense, as flexible work arrangements are associated with talent retention, lower turnover costs, and more.
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Williams, Janine, Maria Hameed Khan, Robyn Mayes, Trish Obst, and Benjamin Lowe. Getting on at Work: Progression and Promotion of Women with Disability in the Victorian Public Service. Queensland University of Technology, 2023. http://dx.doi.org/10.5204/rep.eprints.241144.

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Overview of the Project Gender inclusivity and equal employment opportunities are key priorities for the Victorian Government. The Gender Equality Act 2020 (the Act) commenced in March 2021 and laid the foundation to improve workplace gender equality in the Victorian public sector. The legislation requires Victorian public sector entities to explicitly address intersecting forms of inequality and disadvantage. The research project aimed to centre the voices of women with disability to provide evidence-based insights into the enablers, barriers and inclusive practices shaping their career progression and promotion in the Victorian Public Service. The research team reviewed scholarly literature, analysed data extracts from the People Matter Survey (2021) and interviewed 49 women with disability from across the Victorian Public Service. Summary of Key Findings People Matter Survey Data 2021 Analysis of the People Matter Survey 2021 data extracts identified statistically significant insights. People who identified as having a disability analysed by gender identity indicated that: ● women and people who identified as non-binary and ‘other’ reported having a disability more often than men. ● women were more likely to use one or more flexible work arrangements. ● more requests for workplace adjustments were made by women, non-binary or ‘other’ gender identities and disability was often identified as a reason for requesting workplace adjustments. ● women and men reported low perceptions of workplace culture related to disability. This was significantly lower for respondents who identified as non-binary, ‘other’ or who preferred not to state their gender. Research Interviews with Women with Disability Interviews with women with disability identified three career patterns. Firstly, broadly inclusive, and positive career experiences. Secondly, broadly non-inclusive career experiences which led participants to feel unsure they had a future career in the VPS. Thirdly, most participants experienced a range of inclusive and non-inclusive career experiences which varied depending on the VPS employer or team in which they were employed. Overall, participants highlighted a desire for: ● the VPS to move forward with more consistency in how it enables the careers of women with disability across all roles and levels of seniority. ● the VPS to move away from putting women with disability in the ‘too hard basket’ towards developing a culture where disability inclusion is characterised by relationships and interactions that reflect ‘respect’ and ‘trust’. Eight themes draw together insights from the interviews with women with disability and identify experiences of the VPS workplace that can enable or create barriers to career progression: ● Sharing Disability Information ● Requesting Workplace Adjustments ● Disability Advocacy ● Team Relations ● Impact of Managers and Supervisors ● Mentorship ● Disability Leadership ● Policy Context and Application To build on the enabling aspects of women with disabilities experiences and remove barriers, the VPS should focus on fostering VPS workplaces where respect and trust are embedded throughout the broader culture. There may be value in identifying one or a small group of VPS employers to lead on developing the inclusive practices identified by participants. The inclusive practices identified by participants were drawn together into three key areas: VPS Managers and Supervisors; Psychological Safety; and VPS Policies and Practices. Respecting the agency of women with disability, their capability and capacity to navigate their career contexts, the report suggests three key areas women with disability may want to focus their energy and sources of support: seeking out mentoring opportunities, considering how they can advocate for their inclusion requirements, and exploring opportunities to share their career experiences with other women with disability.
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