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- Bjärntoft, Sofie, et al.
(författare)
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A participatory approach to identify key areas for sustainable work environment and health in employees with flexible work arrangements
- 2021
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Ingår i: Sustainability. - : MDPI. - 2071-1050. ; 13:24
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Tidskriftsartikel (refereegranskat)abstract
- Flexible work arrangements are common worldwide, but knowledge on how to achieve a sustainable work environment is sparse. The aim of this study was to use a participatory approach to identify concrete suggestions and key areas for improvement that were considered relevant, effective, and feasible for promoting good work environment and health at organizational, work group and individual level (O-G-I), among office employees with flexible work arrangements. Eight focus group interviews (including 45 employees) were conducted in a large Swedish government agency in 2017. By using a Tree diagram approach, employees made a total of 279 suggestions for improvements, which were sorted into O-G-I levels and mapped into 18 key areas. We found that 13 key areas addressed organizational level (e.g., improving leadership, policy, job demands, and work efficiency), two key areas addressed group level (create common rules of availability and activity-based working), and three key areas addressed individual level (e.g., individuals’ responsibility to clearly communicate their availability). The participatory process was effective in obtaining concrete suggestions and key areas in need of improvement, which may provide an action plan that can guide organizations in developing interventions to promote good work environment and health in flexible work.
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- Bjärntoft, Sofie, et al.
(författare)
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Occupational and individual determinants of work-life balance among office workers with flexible work arrangements
- 2020
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI. - 1661-7827 .- 1660-4601. ; 17:4
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Tidskriftsartikel (refereegranskat)abstract
- Flexible work arrangements permitting workers to work anytime and anywhere are increasingly common. This flexibility can introduce both challenges and opportunities for the organisation, as well as for worker work-life balance (WLB). This cross-sectional study aimed to examine the extent to which occupational factors (organizational, leadership and psychosocial) and individual work-related behaviours (over-commitment, overtime work and boundary management) are associated with WLB, and whether these associations are modified by the perceived level of flexibility at work (i.e., control over when, where, and how to do the work). In total, 2960 full-time office workers with flexible work arrangements at the Swedish Transport Administration participated. Associations were determined using linear regression analyses with adjustment for covariates. The strongest negative associations with WLB were found for over-commitment, quantitative job demands, expectations of availability, and overtime work. Strongest positive associations were found for boundary management, information about organizing work, social support, and relation-oriented leadership. Perceived flexibility was positively associated with WLB, and interacted with several of the examined factors, buffering their negative associations with WLB. Results suggest that WLB can be promoted by organizational initiatives focusing on minimizing excessive job demands, increasing psychosocial resources, supporting boundary management, and enhancing perceived flexibility.
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- Brulin, Emma, 1980-, et al.
(författare)
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Gendered Associations of Flexible Work Arrangement and Perceived Flexibility with Work–Life Interference : A Cross-Sectional Mediation Analysis on Office Workers in Sweden
- 2023
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Ingår i: Social Indicators Research. - : Springer Nature. - 0303-8300 .- 1573-0921. ; 167:1-3, s. 571-588
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Tidskriftsartikel (refereegranskat)abstract
- Flexible work arrangements (FWA) may be beneficial for increasing perceived flexibility (i.e. control over when, where and how to work) and reducing interference between work and private-life, but knowledge of gendered patterns of these relationships is sparse. Drawing on gender theory, the aim of this study was to conduct gender-differentiated analyses of the associations between FWA (non-regulated work or flex-time) and work–life interference using perceived flexibility as a mediator. Survey data were collected in 2016 from a sample of 2614 employees in the Swedish Transport Administration (response rate 67%). The sample included 39.6% women and 60.4% men, 71.7% had non-regulated work and 28.3% flex-time. Associations were determined using linear mixed models and mediation analysis. Results indicated a beneficial effect of non-regulated work (referencing flex-time) on work–life interference through an increase in perceived flexibility. The indirect effect of FWA was pronounced and statistically significant in the total sample, as well as in men and women. However, in men, non-regulated work was associated with a statistically significant increase in interference (competitive mediation). Gender did not interact significantly with work arrangement nor with perceived flexibility. In conclusion, the type of FWA can result in different perceptions of flexibility which in turn may affect experiences of work–life interference. Furthermore, it should be acknowledged that both FWAs and flexibility may be experienced differently for men and women regarding interference. Thus, employers seeking to reduce employee interference should consider gender norms and individual needs.
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- Edvinsson, Johanna, Doktorand, et al.
(författare)
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A Work Time Control Tradeoff in Flexible Work: Competitive Pathways to Need for Recovery
- 2023
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Ingår i: International Journal of Environmental Research and Public Health. - : MDPI. - 1661-7827 .- 1660-4601. ; 20:1
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Tidskriftsartikel (refereegranskat)abstract
- Work time control may offer opportunities, but also implies risks for employee recovery, influenced by increased work-related ICT use and overtime work. However, this risk–opportunity tradeoff remains understudied. This study aimed to test two different models of associations between work time control, work-related ICT use, overtime work, and the need for recovery. These models were constructed based on data on office workers with flexible work arrangements. Cross-sectional data were obtained with questionnaires (n = 2582) from employees in a Swedish multi-site organization. Regression models treated the three determinants of the need for recovery either as independent, or as linked in a causal sequence. The test of independent determinants confirmed that more work time control was associated with less need for recovery, whereas more ICT use and overtime work were associated with a higher need for recovery. In a test of serial mediation, more work time control contributed to a greater need for recovery through more ICT use and then more overtime work. Work time control also had a competitive, indirect effect through a negative association with overtime work. Our results suggest that work time control is beneficial for employee recovery, but may for some be associated with more work-related ICT use after regular working hours, thus increasing recovery needs. Policies that support work time control can promote recovery, but employers must attend to the risk of excessive use of ICT outside of regular working hours.
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