2014
DOI: 10.1371/journal.pone.0102921
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Blended Working: For Whom It May (Not) Work

Abstract: Similarly to related developments such as blended learning and blended care, blended working is a pervasive and booming trend in modern societies. Blended working combines on-site and off-site working in an optimal way to improve workers’ and organizations’ outcomes. In this paper, we examine the degree to which workers feel that the two defining features of blended working (i.e., time-independent working and location-independent working) enhance their own functioning in their jobs. Blended working, enabled th… Show more

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Cited by 68 publications
(121 citation statements)
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“…This may be explained by our explicit measure of need strength. We relied on this measure because it was developed and successfully used for assessing individuals' need strength in the work domain (Van Yperen et al 2014, 2016. However, explicit measures of need strength may be less sensitive than their implicit counterparts in revealing interaction effects (Van Assche et al 2018).…”
Section: Discussionmentioning
confidence: 99%
See 1 more Smart Citation
“…This may be explained by our explicit measure of need strength. We relied on this measure because it was developed and successfully used for assessing individuals' need strength in the work domain (Van Yperen et al 2014, 2016. However, explicit measures of need strength may be less sensitive than their implicit counterparts in revealing interaction effects (Van Assche et al 2018).…”
Section: Discussionmentioning
confidence: 99%
“…Psychological needs have traditionally been conceptualized as individual difference variables in theories relating to the work domain (Gagné and Deci 2005). For example, individual differences in the explicit need for autonomy at work were related to employees' perceived effectiveness of timeand location-independent working (Van Yperen et al 2014) and intrinsic work motivation (Van Yperen et al 2016). However, whether need strength moderates the relations between work-related BPNS and work-related outcomes has not hitherto been examined.…”
Section: The Moderating Role Of Individual Differences In Work-specifmentioning
confidence: 99%
“…Perceptions of workplace flexibility capture a broader phenomenon than just the use of organizational flexibility policies (Kossek, Lautsch, & Eaton, 2006); they may for instance also capture flexibility resulting from personalized arrangements, or flexibility resulting from the increasing adoption of information and communication technologies (e.g., e-mail, video calling, access to work files via Internet; cf. Van Yperen, Rietzschel, & De Jonge, 2014). Two dimensions are studied separately: schedule and location flexibility.…”
Section: Introductionmentioning
confidence: 99%
“…We measured the strengths of the work-related needs for autonomy, competence, and relatedness with four items each (Van Yperen, Rietzschel, & De Jonge, 2014) in the general questionnaire. Participants rated the extent to which they had these needs in their internship on a scale ranging from 1 (not at all) to 7 (to an extremely large extent).…”
Section: Psychological Need Strengthmentioning
confidence: 99%