Scheduled to work hard: The relationship between non‐standard working hours and work intensity among European workers (2005–2015)

Work intensity is of central importance for organisational performance, as well as workers' health and well‐being, yet its determinants at the workplace‐level remain underresearched. This article addresses this gap by examining consequences of working time adjustments for work intensity and the role of control over scheduling in influencing when working time adjustments have stronger effect on work intensity. Working hours are analysed on three dimensions: duration, distribution and flexibility. Analysis uses the European Working Conditions Survey (2005–2015) and a sample of employees from EU28 countries. Findings reveal that work intensity is closely related to the timing of work. Working long days or weeks, at night, on weekends, and with changes in hours imposed by employers is associated with more intense work. Moreover, the impact of non‐standard hours on work intensity differs depending on who (workers or employers) has control over their scheduling.     

Re‐evaluating the concept of working time: an analysis of recent case law

Controversy abounds the Working Time Directive seven years since its implementation as the European Commission seeks to unpick the compromise that led to the notorious individual opt‐out from maximum weekly working time. This article explores the roots of that controversy in the context of the Court of Justice’s expansive interpretation of the concept of ‘working time’. To what extent is it possible to maintain a health and safety guarantee but allow for more flexibility in the organisation of working time for individual workers in an increasingly heterogeneous working environment?     

Working time flexibility across Europe: a typology using firm‐level data

Using the European Establishment Survey of Working Times, we derive a typology of firms based on the mix of flexible working time practices they employ. Six flexibility profiles are distinguished, each representing a considerable proportion of establishments. The typology not only differentiates between more and less flexible firms, but also between the focus of the practices firms adopt, stressing that flexibility is not a one‐dimensional concept. We also investigate what firm characteristics are good predictors of the adoption of a certain flexibility profile and how the profiles are related to performance and perceived HRM bottlenecks.     

Flexible Working,Individual Performance,and Employee Attitudes: Comparing Formal and Informal Arrangements

In the context of a wider trend to individualize human resource management, this article examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, this article also examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyzes whether these relationships vary according to whether the arrangement was set up through a formal process or negotiated informally between the employee and his or her line manager. Extant research has tended to focus on formal arrangements, however, informal arrangements are widespread and may better accommodate work‐life preferences, thereby potentially fostering more positive attitudes from employees. Survey data from 2,617 employees in four large organizations with well‐established flexible working policies are analyzed. Results from structural equation models show average positive indirect effects from informal flexible working, but also negative direct effects from formal flexible working. When two forms of flexible working amenable to being set up by both formal and informal means are examined separately, formal arrangements for flexibility over working hours are found to be negatively associated with performance, but also a source of greater job satisfaction; informal remote working arrangements have positive indirect effects via organizational commitment and job satisfaction on worker performance. © 2016 Wiley Periodicals, Inc.     

基于时间测定法的工时定额标准化研究

工时定额是企业生产经营需要的一项基础性数据,一套科学合理的工时定额对企业合理安排生产、公平按劳分配、缩短生产(维修)周期等都有着至关重要的作用。在规范工时测定程序的基础上,就如何利用时间测定法对工时定额进行标准化进行了研究,得到了一套从工时测定开始至获得标准工时的科学方法与程序,以及标准工时的量化公式。     

Motivating Employees to Work Beyond Retirement: A Multi‐Level Study of the Role of I‐Deals and Unit Climate

The present study investigates what role I‐deals (i.e. the idiosyncratic deals made between employees and their organization) play in the motivation of employees to continue working after retirement. We hypothesized two types of I‐deals (i.e. development and flexibility I‐deals) to be positively related to motivation to continue working. More specifically, we drew from continuity and personality theory to argue that the motivation to continue working is enhanced by I‐deals, because they fulfil people's needs for personalized work arrangements. Moreover, drawing from activity and disengagement theory it was hypothesized that two types of unit climate (i.e. accommodative and development climates) would moderate these relationships. Specifically, it was predicted that I‐deals would be positively related to motivation to continue working under conditions of low accommodative or high development climate. Results of a multi‐level study among 1083 employees in 24 units largely supported the above expectations; flexibility I‐deals related positively to motivation to continue working, and unit climate moderated the relation between development I‐deals and motivation to continue working.     

Nonstandard work arrangements and configurations of firm and societal systems

In this study, we proposed and empirically confirmed that the use of nonstandard working arrangements (NSWAs) varies according to firm system and societal cluster. Utilizing the configurational, institutional and cultural perspectives, we explored antecedents to the use of four NSWAs across firms in six countries, expanding the scope of variables examined in relation to NSWAs and capturing context as a way of broadening the theory base on the subject. We found a tendency toward greater use of NSWAs among firm systems that foster internal socialization and career advancement over time as well as national contexts that promote employment protection and/or Institutional Collectivism. Finally, we found national context to be a significant determinant of firm system, reinforcing the importance of aligning national with organizational-level antecedents to the study of NSWAs.     

Flexible working practices in engine plants: evidence from the European automobile industry

A convergent development between European countries can be observed in terms of the extension of functional flexibility, enlarging production workers’ jobs, introducing teamwork arrangements. In the literature, the emphasis has traditionally been on divergence between countries, which was explained in terms of different management strategies and industrial relations systems.     

Flexible times? recent developments in temporal flexibility

Working time arrangements represent an important source of flexibility. During the recent British engineering dispute, employers stressed the importance of offsetting the cost of reduced hours by agreements on temporal flexibility. Yet subsequent settlements failed to reflect any significant increase in time-related flexibility. Possible reasons for this, and for the generally restricted development of temporal flexibility in Britain, are examined.     

Election forecasting: Too far out?

We consider two criteria for evaluating election forecasts: accuracy (precision) and lead (distance from the event), specifically the trade-off between the two in poll-based forecasts. We evaluate how much “lead” still allows prediction of the election outcome. How much further back can we go, supposing we tolerate a little more error? Our analysis offers estimates of the “optimal” lead time for election forecasts, based on a dataset of over 26,000 vote intention polls from 338 elections in 44 countries between 1942 and 2014. We find that optimization of a forecast is possible, and typically occurs two to three months before the election, but can be influenced by the arrangement of political institutions. To demonstrate how our optimization guidelines perform in practice, we consider recent elections in the UK, the US, and France.     

企业营运资金管理之初探

营运资本管理是公司财务管理的重要环节,只有正确处理好营运资本的问题,公司的财务运行才能走上正轨,公司的经营才能顺利进行。要对营运资本进行有效的管理,就要在营运资本在财务运作上的份额上寻求平衡,还要合理的控制营运资本的运作。     

Human resource management and firm performance in Europe through the lens of business systems: best fit,best practice or both?

This study uses the lens of Business Systems theory to explore the importance of geographic context on the link between human resource management and organizational performance. Basing the analysis on ‘HRM bundles of competitive advantage’, drawing evidence from a large-scale survey of European private sector businesses, and using multiple methodologies, we find three distinct geographic regions and 21 ‘HRM bundles of competitive advantage’. Of those bundles 10 were significantly related to performance in one or more regions. The results raise issues about the universal applicability of HRM-performance research and have implications for the standardization of HRM policies and practices within internationally operating organizations.     

The intensification of work in Europe

Across many European countries, the 1990s have witnessed an intensification of labour effort. Using data from The European Survey on Working Conditions (ESWCs), we find that Britain has experienced the fastest rise in work effort, while in western Germany, Denmark and Greece there has been very little effort intensification. Effort is higher in jobs that use computers more frequently, and, with the exception of Britain, higher in private sector than public sector jobs. Effort has increased faster in countries where trade union density has declined the most. However, there remains a significant shift in effort that is not accounted for by available explanatory variables.     

Examining the link between flexible working arrangement bundles and employee work effort

Empirical evidence regarding the link between flexible working arrangements (FWAs) and work effort is mixed, with the literature showing that some practices are linked to more while others to less work effort. In this study, we argue that this discrepancy may be due to the existence of different types of FWA bundles with potentially distinct effects on work effort. Using Understanding Society, a British national survey, and building on theories related to social exchange, the study examines the link between employee‐centered and employer‐centered FWA bundles, and work effort. This study further tests whether these relationships differ depending on employees' family responsibilities. Based on a sample of 13,834 employees, results show that both employee‐centered and employer‐centered FWA bundles are negatively associated with work effort, and findings for the latter bundle are more pronounced. These negative associations are somewhat stronger for employees with fewer family responsibilities. We infer that employees appear to use employee‐centered FWAs for their intended purpose, that is, to balance life and job demands, while they might perceive employer‐centered FWAs as unfair, resulting in less work effort in an attempt to restore fairness.     

Part‐Time Work,Fixed‐Term Contracts,and the Returns to Experience

Using data from Spanish Social Security records, we investigate the returns to experience for female workers in different flexible work arrangements. Our model consists of four random‐effects equations simultaneously estimated using Markov Chain Monte Carlo techniques. We find a large negative wage effect of working part‐time (PT), which differs by motherhood status and contract type. We also find that working PT involves lower returns to experience than standard full‐time employment and thus a substantial negative wage effect accumulates over time for those employed PT. Finally, our simulations reveal that working PT also raises the probability of working under a fixed‐term contract.     

Some political and cultural issues in the globalisation of software development: case experience from Britain and India

Global outsourcing of software development is a phenomenon that is receiving considerable interest from North American and European companies currently under pressure to meet their growing manpower resource shortages and find new ways to cut costs. However, these outsourcing arrangements are technologically and organisationally complex, and present a variety of challenges to manage effectively. In this paper we discuss results from an ongoing longitudinal study of a British firm's attempts to develop and manage global software outsourcing arrangements with an Indian software company. More specifically, we focus on understanding management challenges along three key dimensions of culture, organisational politics and the process of distributed development across time and space. The process of globalisation provides the context within which these management challenges can be investigated.     

LABOUR PRODUCTIVITY CHANGES AND WORKING TIME: THE CASE OF GREECE

In terms of the annual hours worked per employee, Greece ranks first among EU-15 countries and second among OECD countries. In this context, the austerity measures it adopted (as suggested by the EU and IMF) imply, among other things, a reduction in the over-hours. If such reductions were not to be accompanied by increases in labour productivity, output would be reduced considerably. This paper therefore addresses the question: “What change in sectoral labour productivity levels would have been required to deliver the actual change in final demands in Greece between 1995 and 2005, if working hours in each sector had been reduced to their EU averages?” In this framework, we develop a methodology for calculating labour productivity change by sector of economic activity in an input–output context. Next, we apply it to the Greek economy for the time period 1995–2005, the most recent period for which the required data are available. We find that the required productivity changes are the most substantial for the hotels and restaurants sector, followed by machinery manufacturing and the trade sectors.     

East meets West: the case of Polish expatriates in the UK

This paper attempts to redress the balance in research on expatriation by exploring the experiences of an under-researched group of expatriates in an under-researched destination. Although there has been an increase in research on the adjustment of expatriates, the focus of IHRM research has, to date, tended to view the expatriation process through a narrow lens, emphasising the role of managers from affluent ‘Western’ countries working in less affluent countries. The growing numbers of multinationals and therefore expatriates from other countries means that the research agenda must be broadened, in this case to the experience of Poles in the UK. By focusing on expatriates from a former socialist economy we highlight the differing motives and experience of adjustment that they face. We show how the economic and social benefits of this East–West transfer can be a powerful motivating factor and may override adjustment difficulties. Furthermore, the analysis of East to West European expatriate transfers, from less to more developed nations, contributes to and widens the range of parent and host countries studied within the realm of expatriate adjustment.     

Stochastic endogenous time preference

Preference for flexibility arises inherently in sequential decision making. However, a majority of the literature has limitations to capture a changing preference for flexibility across time in the sense that such an attitude is independent of past actions. This study incorporates the histories of past actions into an infinite-horizon extension of Dekel et al. (2001) and models a decision maker whose attitude toward flexibility evolves over time from the uncertainty of future time preference or discount factors. Moreover, we provide behavioral comparisons of the degree of patience across different histories and characterize the shift of subjective beliefs about discount factors in the sense of an increasing convex and concave stochastic order.     

Who's got the balance? A study of satisfaction with the work–family balance among part-time service sector employees in five western European countries

Working part-time is frequently considered a viable strategy for employees to better combine work and non-work responsibilities. The present study examines differences in satisfaction with work-family balance (SWFB) among professional and non-professional part-time service sector employees in five western European countries. Part-time employees were found to be more SWFB than full-time employees even after taking varying demands and resources into account. However, there are important differences among the part-timers. Employees in marginal part-time employment with considerably reduced working hours were the most satisfied. Professionals were found to profit less from reduced working hours and experienced lower levels of SWFB than non-professionals. No significant differences in SWFB were found between male and female part-time workers.