David Weekley Homes is seeking an enthusiastic Marketing Coordinator to join our team supporting our Charleston Division. Kauppinen K. Why is there not more 'annualised hours' working in Britain? Scholarship @ GEORGETOWN LAW 2010 Flexible Work Arrangements: The Fact Sheet Jean Flatley McGuire Kaitlyn Kenney Phyllis Brashler Prepared on behave of Workplace Flexibility 2010 by Jean Flatley McGuire, PhD, Kaitlyn Kenney, Doctoral Candidate and Phyllis Brashler, Doctoral Candidate; Northeastern University, Bouve College of Health Sciences. European Foundation for the Improvement of Living and Working Conditions (Eurofound). This intervention was also workerorientated and enabled increased levels of control for the worker. Three of these studies reported significant improvements in a subset of primary health outcomes while the fourth study reported no statistically significant differences between the control and intervention groups over time with respect to the primary health outcomes studied (Pryce 2006). Flexible working arrangements, such as flexitime and teleworking, are becoming more common in industrialised countries but the impacts of such flexibility on employee health and wellbeing are largely unknown. Huff JW, Work schedules and fatigue: a prospective cohort study, Health and psychosocial effects of flexible working hours, Flexible working hours and wellbeing in Finland, Job sharing: a retention strategy for nurses, The effect of alternative work arrangements on women's wellbeing: a demandcontrol model, Telework stress and strain in a longitudinal study, Zeitschrift Fur ArbeitsUnd Organisationspsychologie, Selfselected work hours work satisfaction, health and social life, Introduction of selfselected work hours in retail work effects on work satisfaction, health and social life. Imai H, Kandolin 1996 reported on a multiple intervention study which included changes to the direction and speed of shifts as well as the introduction of selfscheduling. Similarly, a related systematic review has shown that Compressed Working Week interventions (an alternative work schedule in which the hours worked per day are increased, whilst the days worked are decreased in order to work the standard number of weekly hours in less than five days (Ronen 1981)) can improve worklife balance, and that they may do so with a low risk of adverse health or organisational effects (Bambra 2008b). We recorded the reason for exclusion of studies which appeared to fulfil the eligibility criteria systematically (see Characteristics of excluded studies). (Y/N/Unclear), Are the participants workers/employees? Search. Meijman TF, There were two exceptions: a study by Kandolin 1996 provided some details regarding how the intervention was designed and implemented and a study by Pryce 2006 included a good level of detail on the study context. When the flexible CWW was compared to the fixed CWW no significant changes were reported for physical health measures. In a study of an open rota scheduling system (temporal flexibility) implemented in a psychiatric hospital in Denmark, Pryce 2006 measured the secondary outcomes, sense of community and social support (both from the Copenhagen Psychosocial Questionnaire, Kristensen 1998). 189 (factory or factories or human resource$ or Business$).ti,ab. Changing Demographics, Changing Expectations. 4. Flexible work arrangements help women, but only if they are also Lawton MP, In this review the studies identified were not considered to be sufficiently homogenous (that is, in relation to population, intervention, control group, outcome measure and design) to enable metaanalysis to be undertaken. Flexible work environments are wholly enabled by a digital workplace - video conferencing and digital collaboration - and it's a good thing for employee engagement. Mak R, It is mainly focused on dividing the workforce into core and peripheral groups. A range of physical and mental health outcomes, as well as worklife balance, were measured using validated instruments including the General Health Questionnaire (GHQ12, Goldberg 1972) and the Standard Shiftwork Index (Barton 1992). Sign In Create Free Account. Due to the small number of studies retrieved in our review and the absence of outcome reporting by occupational grade we are unable to provide data to support or oppose these hypotheses. Critics of the Karasek model have prioritised certain aspects of the model, for example by arguing that control may be more important than psychological demands (Godin 2003; Siegrist 2004) and others have drawn attention to mediating factors such as mastery, selfefficacy or social support in the pathway between psychosocial work factors and physical or psychological morbidity (Marmot 2006). Although remote options may not be . Task Group 8 Report to the Strategic Review of Health Inequalities in England post2010 (Marmot Review), Available at: http://www.ucl.ac.uk/gheg/marmotreview/Documents, Real world reviews: a beginner's guide to undertaking systematic reviews of public health policy interventions, Health inequality: an introduction to theories, concepts and methods. What Is Flexible Grouping? | Understood You may switch to Article in classic view. Tugwell P, Totterdell P, 36 ((GP or hospital or doctor or gps) adj2 (consultation$1 or appointment$1)).ti,ab. Ketola R, No studies fulfilling our inclusion criteria were conducted in low or middleincome countries. 52 (stress or burnout or depression or depressed).ti,ab. 190 ("Small and medium enterprises" or SMEs).ti,ab. Share feedback about Work With Flexibility, Contact Us Working Scholars Fund is a fiscally sponsored project ofCommunity Initiatives, Breaking down the barriers to a bachelors degree. Indeed, two systematic reviews which considered the effects of both macro (Egan 2007) and microorganisational (Bambra 2007) (task restructuring) level changes to the work environment found that interventions which increased worker control and autonomy were associated with some positive changes in health outcomes, most notably reductions in anxiety and depression (Egan 2007). A review of how to extend the right to flexible working to parents of older children, Report for the Department for Business Enterprise and Regulatory Reform, Available from: http://nds.coi.gov.uk/environment/fullDetail.asp?ReleaseID=397807&NewsAreaID=2&NavigatedFromDepartment=True or http://www.berr.gov.uk/whatwedo/employment/workandfamilies/flexibleworking/. In: Higgins JPT, Green S (editors). Co-working, which is already on the rise, will be the norm as big firms as well as small make use of these scalable spacesand this will not only benefit employees but also allow organizations to keep a cap on real-estate expenditure. Where it is unclear from the study whether a quality criterion has been achieved no score is given. Flexible Schedule Considerations A flexible schedule may allow colleagues flexibility in the times during which their work is performed. The short followup periods (12 months or less) employed in five of the studies reviewed (Dunham 1987; Kandolin 1996; Smith 1998; Rodriguez 2002; Viitasalo 2008) may not be sufficient to detect clinical changes, for example changes in biomarkers of cardiovascular disease or accumulated fatigue and stress. Flextime, with a core working period between 1.30 and 3.30, but with flexibility regarding start and finish times and timing and duration of lunch breaks. In summary, the literature suggests that employeenegotiated flexible working interventions are expected to have more positive effects on health and wellbeing than employerorientated interventions. Flexitime was shown not to have significant effects on selfreported physiological and psychological health outcomes. North F, Flexible working is a way of working that suits an employee's needs, for example having flexible start and finish times, or working from home. Conversely, workers requests for flexible working conditions may be driven by the need to better manage work and domestic or childcare responsibilities (Webster 1996). 30 ((employee$ or staff) adj2 health).ti,ab. Citation follow up, handsearches and author/key expert contact generated an additional 29 publications which, when combined with the electronic searches, left 11,954 papers after duplicates were removed. When our kids grow up to be future leaders, it will not even cross their minds about when, where and how they work. The search concepts were combined as follows: Interventions (flexible working interventions) AND Setting (workplace/workers) AND Outcomes(relating to health and wellbeing). Also no primary health outcomes measured; health behaviours are defined as secondary outcomes in this review. 26 (musculo adj2 skeletal adj2 disorder$).mp. Karasek 1992 suggests that work tasks can be restructured in three key ways: (i) job enrichment and enlargement (task variety); (ii) collective coping and decisionmaking (teamworking); or (iii) the use of autonomous production groups, all of which are likely to increase levels of control and possibly supervisor and coworker support. Any discrepancies were resolved through discussion between the authors and if consensus was not reached with a third author (CB). Corporate office of a Midwestern utility organisation, USA. Since 2002 2,160 people like this 2,295 people follow this +63 32 233 8888 depth142@gmail.com College & university Photos See all Videos See all 6:54 An earlier metaanalysis of flexitime and the compressed working week (Baltes 1999) considered only organisational outcomes (productivity, performance, job satisfaction, satisfaction with work schedule) and absenteeism. 18 studies identified as potentially relevant. Whitehead M, There will be a home-working space in every home. Brandt PA, Laitinen J, Choosing Flexibility | Women's Work: How Mothers Manage Flexible The Cochrane Database of Systematic Reviews, Gradual retirement, sense of control, and retirees' happiness, Health effects of transitions in work schedule, work hours and overtime in a prospective cohort study, Scandinavian Journal of Work Environment & Health, Does gradual retirement have better outcomes than abrupt retirement? Similarly, marital cohesion (validated by Spanier 1976) was adopted as a worklife balance outcome. No studies meeting our inclusion criteria were found for teleworking interventions. Jansen NW, Work Flexibility and Work-Related Well-Being - PMC - PubMed Central (PMC) MontRoyal, MontrealQuebecCanada, H2V 4P3, Newcastle University, Institute of Health and Society, William Leech Building, The Medical School, NewcastleTyne and WearUK, NE2 4HH. Katoh T. Burnout and work environments of public health nurses involved in mental health care. ( Nilles, 1975, 1988 ). Compare to control and give intervention group over time results, Subgroup analyses (by age, gender, ethnicity, job type, socioeconomic status), Correspondence required (request for clarification of methods or results), Various settings (45 companies), the Netherlands, Mental health: psychological stress, GHQ12 (, There were no statistically significant associations between overtime and need for recovery or psychological distress in either men or women. Reactions of nonsupervisory employees, A longitudinal analysis of the impact of flexible working hours, Transition into parttime work: health risks and opportunities. We wish to thank Elizabeth Blenkinsopp for assistance with the searches and Ruth Turley for checking the search strategy and for advice on the search process. Federal Direct Loan Eligibility The following eligibility requirements must be met in order to qualify for a Federal Direct Student Loan in addition to filing the FAFSA Half-time enrollment at an institution that is eligible such as for example MTSU, within an qualified level looking for undergraduate or graduate system (Graduate Certificate programs aren't qualified) No changes were noted between the experimental or control group over time (Dunn Bonferroni statistics for physiological stress pretest and first posttest: 0.487 pretest and second posttest: 0.708, second and first posttest: 0.262. 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