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

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

Examining the relationship between flexible working arrangements and employee performance: a mini review.

This research aims to determine the relationship between flexible working arrangements (FWAs) and employee performance (EP). The research was conducted by reviewing studies in Web of Science (WoS), EBSCO and Google Scholar databases between 2010 and 2024. The research was screened in the databases in line with the inclusion criteria, which were determined as studies written in English, where data were collected by survey technique, data were analyzed by correlation, and those that met the criteria were included in the research. As a result of the preliminary screening, second screening, and screening in line with the inclusion criteria, the remaining 21 studies constituted the data set of this study. The correlation between FWAs and EP was [r (20) = 0.596, p < 0.05]. This value can be interpreted a significant and high-level relationship between them. According to the random model, Fisher's Z and 95% CI (LL = 0.52 and UL = 0.84), Z = 8.45, measured an effect size of 0.35 p = 0.000. This value shows a moderate effect size according to Cohen's d. FWAs have a positive effect on EP, productivity, job satisfaction, job stress, work-family harmony, and organizational commitment. It is recommended that organizations, managers, organizational psychology, and human resources professionals (HRP) should include FWAs in job analysis, job design, and planning.

Working Conditions, Worker Rights, and Managerial Domination During the COVID-19 Pandemic: Assessing Their Toll on Precariously Employed Workers and Family Well-Being.

Precarious Employment (PE) is characterized by job, income, and benefit insecurities. Studies surrounding PE and well-being have been predominantly quantitative, leaving a gap in rich descriptions of employment experiences. We recruited a sample of 40 adults aged 25-55 who were involved in PE during the beginning of the COVID-19 pandemic or lost employment due to the pandemic. Semi-structured interviews were administered. Employment and income insecurities were common and had negative impacts on the well-being of participants and their families. Uncertainty about future employment prospects and job and income loss resulted in chronic distress. Other insecurities-access to benefits, violation of worker rights, worker safety-was also reported as impacting well-being. The COVID-19 pandemic deepened insecurities, hardships, and distress among workers with PE conditions. Given the myriad insecurities experienced by those engaged in PE, the focus of precarious work research should also include working conditions, violation of worker rights, and managerial domination.

Family-friendly work conditions and well-being among Malaysian women.

BACKGROUND: Although participation in paid work improves women's quality of life and well-being, the health benefits decline for women with young children. Implementing family-friendly work conditions is one strategy for improving working women's well-being, especially those with competing unpaid work responsibilities. OBJECTIVE: This study investigated the extent to which accessibility and use of 11 specific family-friendly work conditions were associated with physical health, anxiety and depression in Malaysian women with young children. DESIGN: A cross-sectional design using a retrospective self-complete, anonymous, online survey was conducted between March and October 2021. METHODS: Women with a child aged 5 years or less (N = 190) completed an online survey measuring their exposure (availability and use) to 11 specific family-friendly work conditions, and their physical health, anxiety, and depression. The sample included women who were currently and recently working and with both formal and informal employment. RESULTS: After accounting for potential confounders, women who used paid maternity leave have a lower likelihood of having anxiety symptoms. CONCLUSION: Future research is needed to extend the findings from this study by over-sampling women who are informally employed and not currently working. Policy creation and development processes, including research and decision-making, should be led by and inclusive of women. For example, research funding could be allocated to 'lived experience' research that privileges the co-design of research with consumers. Based on these findings, the extent to which family-friendly work conditions fulfill their intent to improve the well-being for working women requires further critique.

Family-Work Conflict and Successful Aging at Work of Employees in Manufacturing Enterprises in North China.

Purpose: Successful aging at work is a new idea for enterprises to develop and utilize older employees under the background of population aging. However, there is a lack of research on the effect of family-work conflict on successful aging at work. This study explored how family-work conflict affective successful aging at work through the mediating roles of occupational future time perspective and the moderating role of flexible work arrangements perception. Methods: In study 1 (scenario-based experiment, N=107) recruited full-time employees working through the Credamo platform as experimental subjects, tested the causal relationship between family-work conflict and successful aging at work. In study 2 (questionnaire survey, N=349), questionnaires were distributed to large manufacturing enterprises in North China, and a two-wave time-lagged survey design was used to test the full model. Results: The results show that family-work conflict has a negative impact on successful aging at work; occupational future time perspective plays a mediating role in the relationship between family-work conflict and successful aging at work; flexible work arrangements perception moderated the mediating path via occupational future time perspective, and the indirect effect of occupational future time perspective decreased when flexible work arrangements perception increased. Discussion: This study enriches the research on the relationship between family-work conflict and successful aging at work in theory, and has important guiding significance for enterprises to build an inclusive and aging human resource management system in practice.

Managing multiple, geographically-separated identities, and its effect on employee retention.

Extant literature posits that an individual manages their multiple identities by integrating or separating them to varying degrees. We posit that, rather than managing a single set of identities, an individual may engage different identity structures in different contexts. We use the fly-in, fly-out work context, whereby an employee's home and work are substantially geographically separated, to explore whether different identity structures exist, strategies for managing them, and their effect on employee retention intentions. Analysis of qualitative data from 29 participants collected across three work sites revealed three main strategies that employees adopt to cope with having multiple identity structures: aligning identities; making work identity dominant; and creating a new identity around the working arrangement and discarding all other identities. These strategies interact with the employee's actual identity structure to influence retention intentions. Implications for retaining employees in such working arrangements are discussed.

Long-term sickness absence trajectories among ageing municipal employees - the contribution of social and health-related factors.

BACKGROUND: The ageing work force is heterogeneous, following distinct development in work ability. This study aims to identify trajectories of long-term sickness absence (SA) in later careers and to examine potentially modifiable factors associated with the development of SA. METHODS: Data comprised of municipal employees of the city of Helsinki aged 50-60 years during 2004-2018 (N = 4729, 80% women). The developmental trajectories of long-term (> 10 working days) SA were examined with Group-based trajectory modelling (GBTM) using SA records of the Social Insurance Institution of Finland during 2004-2018. All-cause and diagnosis-specific (mental disorder- and musculoskeletal disease-related) SA days were analysed. The association of social and health-related factors with trajectory membership was examined using multinomial logistic regression (odds ratios and 95% confidence intervals). RESULTS: A model with three trajectories was selected for both all-cause and diagnosis-specific SA. Regarding all-cause long-term SA trajectories, 42% had no long-term SA, 46% had low levels of SA, and 12% had a high rate of SA during follow-up. Lower occupational class, reporting smoking, overweight or obesity, moderate or low leisure-time physical activity, and sleep problems were associated with a higher likelihood of belonging to the trajectory with a high rate of SA in both all-cause and diagnosis-specific models. CONCLUSIONS: Most ageing employees have no or little long-term SA. Modifiable factors associated with trajectories with more SA could be targeted when designing and timing interventions in occupational healthcare.

More flexible and more innovative: the impact of flexible work arrangements on the innovation behavior of knowledge employees.

Flexible work arrangements (FWA) are becoming increasingly widespread as an efficient means of coping with a dynamic and competitive business environment. Existing studies have primarily examined the impact of FWA as a management system; however, its impact on employee innovation behavior has not been fully explored. Based on the self-determination theory, this study constructed a moderated mediation model that empirically examined the influence of FWA on the innovation behavior of knowledge employees. Our findings are as follows: (1) FWA can activate innovation behavior among knowledge employees; (2) thriving at work plays a partial mediating role; (3) human resource policies that facilitate opportunities have a positive moderating effect. The findings fill a theoretical research gap and provide insights for managers on implementing FWA to promote the innovative behavior of knowledge employees.

Remote and Hybrid Work Options for Health Science Librarians: A Survey of Job Postings Before and After the COVID-19 Pandemic.

This study compares health science librarian job postings in the MEDLIB-L listserv from 2018-2019 and 2021-2022 to assess whether there was an increase in remote or hybrid schedule arrangements listed in job advertisements after the pandemic's onset. Results indicated a notable increase in advertising remote/hybrid work arrangements rising from 1.2% of listings in 2018-2019 to 16% of listings in 2021-2022. Data from a 2022 survey of library directors, however, indicated that approximately 70% of respondents expressed confidence in the continuance of remote/hybrid work. Additionally, from a very limited sample size, salaries for remote/hybrid positions did not appear to be less than in-person postings. While current employees at many institutions may benefit from flexible scheduling, this study examines whether job postings, which are often the primary information available to applicants, included information about remote and hybrid work options.

Development of well-being after moving to telework: A longitudinal latent class analysis.

Introduction: Due to the COVID-19 pandemic, teleworking suddenly became a reality for many individuals. Previous research shows that there are contradictory consequences of telework on well-being: while workers have the opportunity for self-directed work, intensified work behavior as well as longer hours being worked might occur at the same time. We expect that the effects of telework vary over time and may be able to explain these contradictions. Moreover, from the perspective of the job demands-resources model besides job resources, personal resources may be relevant. The aim of this study is to investigate how the mental well-being of workers unfolds over time after the onset of the pandemic and the role of telework in this process. Additionally we seek to identify the impact of available job resources and personal resources in this extraordinary situation. Methods: Data were collected online from 642 participants in Germany beginning in March 2020, with 8 weekly followup surveys. Mental well-being was measured using the WHO-5 well-being index. For personal resources we looked at occupational self-efficacy; job resources were flexible working hours, job autonomy, and social support. Job demands were telework and work intensification. First we used a group-based trajectory analysis approach to identify different well-being trajectories. Second we applied multinomial regression analysis to identify T1 predictors of well-being trajectory group membership and their interactions. Results: We found three groups of mental well-being trajectories: low, medium, and high. Their progress through the investigation period was rather stable: we observed only slight improvements of mental well-being for the high well-being group and a slight deterioration for the other two groups. Only the job demand work intensification and the personal resource occupational self-efficacy had a significant relationship to group assignment. Additionally we found interactions of telework with work intensification and occupational self-efficacy indicating a buffering mechanism of telework on the consequences of high work intensification; and low occupational self-efficacy. Discussion: Telework appears to be a useful resource that buffered high work intensification and compensated for low personal resources during the pandemic. Since data were from self-reports of a convenience sample we can't assume generalization of our results nor absence of common-method bias.

The Mediating Role of Employee Engagement in the Relationship between Flexible Work Arrangements and Turnover Intentions among Highly Educated Employees in the Republic of Serbia.

The main objective of this research was to investigate the relationship between flexible working arrangements (FWA) and turnover intentions (TI), as well as the mediation effect of employee engagement (EE) in the relationship between flexible working arrangements and turnover intentions. The main research question is: what is the nature of the effect of flexible working arrangements on employees' turnover intention, and the role of employee engagement in this relationship? The methodology of the paper consists of theoretical (literature review) and empirical parts (field research). The empirical research was performed on a sample of 514 highly educated employees from service sector organizations that operate in the Republic of Serbia. Sample collection lasted from January to October 2022, via Google Forms. The proposed relationships were tested by using the PLS-SEM method, with the application of the SmartPLS software. The main findings of the research are that there are direct positive effects of flexible work arrangements and employee engagement on turnover intentions, and that employee engagement has an indirect effect on the relationship between flexible work arrangements and turnover intentions. A partial mediation was found. Employees who are offered flexible work arrangements decrease their turnover intentions when they are more engaged at work.

Prediction of Work from Home and Musculoskeletal Discomfort: An Investigation of Ergonomic Factors in Work Arrangements and Home Workstation Setups Using the COVID-19 Experience.

The COVID-19 pandemic provided an opportunity for office workers to experience work from home (WFH). The aims of this study are to investigate the prevalence rate of musculoskeletal discomfort (MSD) and the work conditions of homeworkers during WFH as well as to evaluate the association and predicted risk of ergonomic factors and MSD. A total of 232 homeworkers completed questionnaires. Chi-square test and logistic regression were used to analyze the association and prediction of work arrangements and home workstation setups and musculoskeletal outcomes. The result showed that 61.2% of homeworkers reported MSD while WFH. Because of the small living spaces in Hong Kong, 51% and 24.6% of homeworkers worked in living/dining areas and bedrooms, respectively, potentially affecting their work and personal life. Additionally, homeworkers adopted a flexible work style, but prolonged computer use while WFH. Homeworkers who used a chair without a backrest or a sofa could predict a significantly higher risk of MSD. The use of a laptop monitor posed about a 2 to 3 times higher risk of suffering from neck, upper back, and lower back discomfort than the use of a desktop monitor. These results provide valuable information to help regulators, employers, homeworkers, and designers create better WFH guidelines, work arrangements, and home settings.

Understanding the use of Flexible Work Arrangements Among Older New Zealand Caregivers.

Flexibility in the workplace has been suggested to promote prolonged employment among older workers. This study focuses on the question of whether the use of flexible work arrangements (FWAs) differs between caregivers and non-caregivers and how potential differences can be explained. Participants were 296 carers and 1611 non-carers (aged 55-70 years) who completed the 2018 Health, Work and Retirement survey and were in paid employment. Hierarchical regression was used to investigate caregiving as an independent predictor of use of FWAs after controlling for demographic and work-related variables. Results show that caregivers on average used more FWAs than non-caregivers, including flexible work hours, flexible schedules and time off. Differences in FWAs use between caregivers and non-caregivers cannot be explained by differences in socio demographic and work characteristics. The use of FWAs warrants attention in discussions about prolonged employment and reconciliation of care and work among older adults.

Racial and ethnic differences in the prevalence of work organization and occupational psychosocial exposures.

BACKGROUNDS: This study sought to assess if there were differences in exposure to job insecurity, shift work, work-life imbalance, workplace harassment, and nonstandard work arrangements according to race and ethnicity in the United States. METHODS: Using data from the nationally representative National Health Interview Survey conducted in 2015, we calculated the prevalence of job insecurity, shift work, work-life imbalance, workplace harassment, and nonstandard work arrangements according to race and ethnicity. Using this data, we then modeled the prevalence of these exposures while adjusting for covariates including occupation. RESULTS: Compared to non-Hispanic White workers, Hispanic (prevalence ratio [PR] = 1.47, 95% confidence interval [CI] = 1.30, 1.66) and non-Hispanic Asian (PR = 1.57, 95% CI = 1.28, 1.92) workers reported more job insecurity. Non-Hispanic Black workers were more likely to report working in shifts (PR = 1.34, 95% CI = 1.22, 1.46) and Hispanic workers reported being employed in alternative work arrangements (PR = 1.40, 95% CI = 1.23, 1.58) more often than non-Hispanic White workers. Non-Hispanic White workers were slightly more likely to report work-life imbalance and workplace harassment than other races/ethnicities. Occupational segregation accounted for some of the racial/ethnic differences in shift work and alternative work arrangements. CONCLUSIONS: These findings are consistent with some previous research on differences in the prevalence of these work organization and psychosocial exposures by race/ethnicity, especially with respect to shift work and alternative work arrangements. However, other studies have found contradictory findings, especially with respect to workplace harassment. There is a need for future research that tackles the association between these exposures and racial/ethnic health disparities.

Telework and Worker Health and Well-Being: A Review and Recommendations for Research and Practice.

Telework (also referred to as telecommuting or remote work), is defined as working outside of the conventional office setting, such as within one's home or in a remote office location, often using a form of information communication technology to communicate with others (supervisors, coworkers, subordinates, customers, etc.) and to perform work tasks. Remote work increased over the last decade and tremendously in response to the COVID-19 pandemic. The purpose of this article is to review and critically evaluate the existing research about telework and worker health and well-being. In addition, we review and evaluate how engaging in this flexible form of work impacts worker health and well-being. Specifically, we performed a literature search on the empirical literature related to teleworking and worker health and well-being, and reviewed articles published after the year 2000 based on the extent to which they had been discussed in prior reviews. Next, we developed a conceptual framework based on our review of the empirical literature. Our model explains the process by which telework may affect worker health and well-being in reference to individual, work/life/family, organizational, and macro level factors. These components are explained in depth, followed by methodological and fundamental recommendations intended to guide future research, policies, and practices to maximize the benefits and minimize the harms associated with telework, and offer recommendations for future research.

Do work-family initiatives improve employee mental health? Longitudinal evidence from a nationally representative cohort.

BACKGROUND: Work stress and work-family conflict are important correlates of affective disorders. The article explored (1) whether the wide adoption of work-family initiatives improve a national workforce's mental health; (2) whether the potential benefits differ between the initiatives that give employees autonomy over job quality (flexible schedule and telework) or job quantity (work hours); (3) whether the effects depend on employee's perceived availability or actual usage of the initiatives, and if so, what are the respective mechanisms; and (4) whether there are gender differences in the mental health effects. METHODS: Fixed-effects analyses of five-wave panel surveys from 2010 to 2020 on a probability sample of 34,484 British workers, which measured mental health with the GHQ-12 scale. Job satisfaction and leisure time satisfaction were tested as mediators. RESULTS: Perceived availability of work-family initiatives improved men and women's mental health by increasing their job satisfaction. Actual usage of work-family initiatives improved women's, but not men's, mental health by increasing their job satisfaction and leisure time satisfaction. The mental health benefits of flexible schedule and telework initiatives are larger than reduced work hours initiatives. LIMITATIONS: The exploratory study used a broad mental health outcome and did not measure work-family initiatives' effects on specific affective disorders such as anxiety and depression. The study could not eliminate time-varying confounders. CONCLUSIONS: Actual and perceived job quality are important in workplace mental health promotion. Organizational leaders and policymakers can offer flexible work time and place to reduce work-family conflict and prevent employees' affective disorders.

Physical distancing on public transport in Mumbai, India: Policy and planning implications for unlock and post-pandemic period.

COVID-19 outbreak affected the daily lives of people around the globe, and authorities proposed numerous interventions to make activity participation and traveling safer during the pandemic period. This study investigates the potential implication of such interventions on executing physical distancing on public transport in Mumbai, India. The study reviews the demand-supply gap of public transport during the pre-pandemic and pandemic period and evaluates the challenges in practicing physical distancing with the short-term interventions, such as lockdown guidelines at different phases and long-term interventions, such as flexible work arrangements, on public transport. The study findings indicate that physical distancing on public transport is difficult to achieve at peak hours, even with the very high travel restrictions and lockdown measures, unless flexible work arrangements are implemented. The flexible work arrangements, such as staggered working hours and work from home, can significantly reduce peak-hour demand and total excess demand without altering the supply pattern. The study can guide in constituting transport and broader policy decisions, including developing low-risk public transport for the post-pandemic period.

COVID-19 and the future of work in the hospitality industry.

The COVID-19 pandemic has significantly disrupted the hospitality industry. This research combines different data to examine the US labor market trends during COVID-19. It is found that low-preparation jobs in leisure and hospitality are the hardest hit and slow to recover. The pandemic has highlighted growing issues in workplace safety, skill gaps, technology adoption, and work reorganization in the hospitality industry. This paper develops two propositions about preparing hospitality workers for the future of work and providing flexible work arrangements.

Womens' Career Progression in an Australian Regional University.

This article examines the link between terms of employment (full time, part time and casual) at an Australian regional university and women's career progression. The literature identifies lack of transparency in recruitment, promotion and retention; mobility and location; and management perceptions of women's choice to work flexibly as factors impacting on career progression. However, the voices of women working in regional universities and particularly those of professional staff are often not present in current research. This study moves towards addressing this research deficit. Feminist institutionalism is used to analyse the relationship between national legislation, university policies and informal institutional practices in relation to women's career progression In early 2020, twenty-one women provided written responses to questions on the link between terms of employment and career progression. The main findings tend to support other research about women working in universities; that is, carers need flexible work arrangements. But there are particular differences for women in regional universities who have to travel between dispersed campuses, which brings an added dimension of complexity to career progression. Their choices about terms of employment and fulfilling carer responsibilities resulted in insecure employment for some participants which had an impact on wellbeing and confidence. In addition, care/household responsibilities and the choice to work flexibly had a negative effect on career progression, and managers did not necessarily support flexible work options (despite national legislation that enables employees with child care responsibilities to negotiate flexible work arrangements with managers, and institutional gender equality policies).