Flexible Working Practices and Approaches: Psychological and Social Implications

✍ Scribed by Christian Korunka (editor)

• Publisher: Springer
• Year: 2021
• Tongue: English
• Leaves: 292
• Category: Library

✦ Synopsis

Modern workplaces are following a strong trend of increasing flexible working practices and approaches, offering more flexibility in working times, working places, work organization, and work relations as the result of new information and communication technologies. This book brings together a group of internationally recognized experts in the field of flexible work to examine the psychological and social implications of these practices, describing the current state of research and empirically-based practices in this field. It focuses on organizational, job, and individual factors related to the quality of working life, and identifies potential risk groups where the benefits of flexible work are suppressed or not realized.

Ideal for organizations implementing or considering implementing flexible work, for professionals and researchers in work and organizational psychology, and for HR professionals, this volume is an invaluable overview of rapidly changing work norms and their impact on working life.

✦ Table of Contents

Flexible Working Practices and Approaches
Preface: Flexible Work: An Important Trend in New Ways of Working
Job Demands, Job Resources and the Quality of Working Life
The Role of Technology in Flexible Work
Employment Contracts, Job Insecurity and Law Aspects
References
About the Book
Contents
Contributors
About the Editor
Research Perspectives from Job Control to Flexibility: Historical Outline, Depiction of Risks, and Implications for Future Research
1 Introduction
2 Job Autonomy and Control in Classic Theory
2.1 Control as the Counterweight of Demands
2.2 Autonomy as a Prerequisite for Work Motivation
2.3 The Thin Line Between Resource and Demand
3 ICT-Enabled Flexibility Adds More Layers to the Classic Concept
3.1 Workers as Objects or Subjects of Control
3.2 The Critical Process of Work Subjectivation and Indirect Control
4 How to Approach Work Flexibility in the Future
4.1 Self-control Demands
4.2 Self-exploitation Through Excessive Work Engagement
5 Conclusion and Practical Implications
References
Cognitive Demands of Flexible Work
1 Introduction
2 Cognitive Demands of Flexible Work
2.1 Planning of Working Times
2.2 Planning of Working Places
2.3 Structuring of Work Tasks
2.4 Coordinating with Others
2.5 Cognitive Demands of Flexible Work in Different Sectors
3 The Consequences of Cognitive Demands of Flexible Work: A Proposed Model
3.1 The Strain Process
3.2 The Learning Process
4 Preliminary Empirical Evidence
4.1 The Strain Process
4.2 The Learning Process
5 Practical Implications
6 Conclusion
References
Managing the Work-Nonwork Interface: Personal Social Media Use as a Tool to Craft Boundaries?
1 Introduction
2 Increased Flexibility at Work and Boundaries Between Work and Nonwork Domains
3 Theoretical Background: Boundary Management
4 Theoretical Background: Integration and Segmentation
5 Theoretical Background: Work-Nonwork Balance Crafting
6 Restricting ICT Use in Order to Facilitate Boundary Management and Work-Nonwork Balance?
7 Personal Use of Social Media in the Context of Work: A Tool to Manage Work-Nonwork Balance?
8 Relevant Empirical Findings on the Personal Use of Social Media at Work
9 Discussion
10 Practical Implications and Suggestions for Future Research
11 Conclusion
References
The Importance of Recovery from Work in Intensified Working Life
1 Introduction
1.1 Background and Aims
1.2 Defining Work Intensification: Toward a Multifaceted Model
1.3 Defining Recovery from Work
2 A Conceptual Model of the Role of Recovery Between IJDs and Employee Outcomes
3 Empirical Findings of the IJDFIN Study on the Role of Psychological Detachment
3.1 IJDs as Predictors of Impaired Psychological Detachment from Work
3.2 Psychological Detachment as a Buffering Factor Between IJDs and Employee Outcomes
3.3 Conclusions Regarding Empirical Findings in Relation to the Conceptual Model
4 General Outlook
4.1 Some Future Scenarios
4.2 Stress Management Recommendations
References
The Impact of Gender in Flexible Work: From Highlighting Gender Differences to Understanding Gender Roles in Use of Information and Communication Technology
1 Introduction
2 Theoretical Background
3 Empirical Study
3.1 Sample of Diary Study 1
3.2 Sample of Diary Study 2
3.3 Method
4 Results
4.1 Gender-Specific Usage Pattern
5 Discussion
6 Conclusion
References
Technology in the Workplace: Opportunities and Challenges
1 Introduction
2 Telework: Implications for Work Performance, Work-Life Balance, and Social Aspects of Work
2.1 Implications of Telework
2.1.1 Work Performance
2.1.2 Work-Life Balance
Individual Differences in Preferences for Telework
Individual Differences in the Way Employees Manage Telework
Variety in Quality and Quantity of Telework Due to Differential Telework Policies
2.1.3 Social Aspects of Work
Social Isolation
Professional Isolation
Quality of Relationship with Supervisor and Colleagues and Social Support
3 Automation: A Human Approach
3.1 Technology Apprehension
3.2 Job Insecurity
3.3 Perceived Lack of Control
4 Artificial Intelligence: Algorithmic Management
4.1 Algorithmic Direction
4.2 Algorithmic Evaluation
4.3 Algorithmic Discipline
4.4 Algorithmic Management Going Forward
5 Conclusion
References
Mobile Multilocational Work: Benefits and Drawbacks
1 Introduction
2 Drivers of Mobile Multilocational Work
2.1 External Needs for Change in the Organization of Work
2.2 Prevalence of Mobile Multilocational Work
3 Types of Mobile Multilocational Work
3.1 A Garden of Individual Mobility
3.2 A Mobile Employee as a Member of a Team
4 The “Life Space” of a Mobile Multilocational Worker
5 Benefits and Drawbacks of Working in Multiple Places
5.1 Workload Factors
5.2 Working at Home
5.3 Main Workplace
5.4 Moving Places
5.5 Other Workplaces
5.6 Third Workplaces
5.7 Challenges and Hindrances in Mobile Multilocational Work
6 Leading and Managing a Mobile Workforce
7 Future Developments
References
ICT-Enabled Work Extension and Its Consequences: A Paradoxical Situation Between High Performance and Low Wellbeing
1 Introduction
2 Unraveling the Broad Concept of ICT-Enabled Work Extension
2.1 Work Extending Behaviors
2.2 Availability Expectations
3 Systematic Literature Review
4 Theoretical Background of the Studies
5 ICT-Enabled Work Extension and Its Consequences
5.1 Generally Negative Associations with Wellbeing-Related Consequences
5.2 Generally Positive Associations with Work-Related Consequences
6 Integrative Summary of Findings
7 Discussion
7.1 Implication for Future Research
7.2 Practical Implications
8 Conclusion
References
Digitalization of Employment: Working via Online Platforms
1 Introduction
2 Definition and Theoretical Background
2.1 Definition of Crowdwork
2.2 Changing World of Work: Marketization, Flexibilization, and Subjectification
3 Distribution and Sociodemographic Characteristics of Platform and Crowdworkers
3.1 Distribution of Platform and Crowdworkers
3.2 Sociodemographic Characteristics of Platform and Crowdworkers
4 Work Situation of Platform Workers and Crowdworkers
4.1 Organizational Conditions
4.2 Job Demands and Outcomes
4.3 Comparison with Other Employees
5 Conclusion
References
Non-standard Employment Contracts: Characteristics and Consequences of New Ways of Working
1 Introduction
2 Defining Non-standard Employment
3 What Characterizes Individuals in Non-standard Employment?
4 Consequences of Non-standard Employment
4.1 Work-related Consequences
4.2 Safety-Related Consequences
4.3 Health-Related Consequences
4.4 The Role of Volition and Preferences
5 Implications
6 Conclusions
References
Job Insecurity: Challenge or Hindrance Stressor? Review of the Evidence and Empirical Test on Entrepreneurs
1 Introduction
2 Distinguishing Challenge from Hindrance Stressors
3 Reviewing the Evidence on Job Insecurity, Well-Being, and Performance: Challenge or Hindrance Stressor?
3.1 Associations Between Job Insecurity and Ill-Being
3.2 Associations Between Job Insecurity and Well-Being
3.3 Associations Between Job Insecurity and (Diverse Dimensions of) Job Performance
4 Does Insecurity Motivate Entrepreneurs?
4.1 Sample and Procedure
4.2 Measures
4.3 Analysis
4.4 Results
4.4.1 Do Entrepreneurs Feel Insecure, Strained, or Unhappy?
4.4.2 Insecurity: Challenge or Hindrance for Entrepreneurs?
5 Conclusion
References
Precarious Employment: An Overlooked Determinant of Workers’ Health and Well-Being?
1 Introduction
2 The Political-Economic Roots of Precarious Employment
2.1 The Post-Second World War “Standard Employment Relationship”
2.2 The New Employment Model of Neoliberal Capitalism
3 Conceptualizing Employment Quality and Precarious Employment
3.1 Traditional Research on the Quality of Employment Arrangements
3.2 The Multidimensional Employment Quality Approach
3.3 Continuous Versus Typological Approaches
4 Empirical Evidence from Multidimensional Approaches
4.1 Who Are the Precarious Workers and Where Do We Find Them?
4.2 The Relationship Between Precarious Employment and Other Work-Related Risks
4.3 Health and Well-Being Correlates of Precarious Employment
4.4 What Are the Mechanisms Explaining the Link Between Precarious Employment and Workers’ Health and Well-Being?
5 Conclusion
5.1 Research Agenda on the Health and Well-Being Consequences of Precarious Employment
5.2 A Policy Agenda Aimed at Reducing the Exposure to Precarious Employment and Attenuating Its Negative Consequences
References
Labor Law and Technological Challenges
1 Introduction
2 Challenges to Worker Control by Customers Through Digital Reputation Systems
3 Challenges to Labor Law Arising from Automated Decision-Making on Workers
3.1 Using Big Data to Take Automated Decisions
3.2 The Risks of Automated Processing: Big Data and Discrimination
4 Artificial Intelligence as a Boss: Health and Occupational Risks
4.1 Work Directed by a Machine
4.2 Occupational Risk Factors Derived from Algorithmic Work Management
4.2.1 Constant Monitoring
4.2.2 The Intensification of Work
4.2.3 Lack of Autonomy
4.3 Legal Challenges
5 Conclusions: Labor Law Challenges
References
Correction to: Cognitive Demands of Flexible Work
Index