Employee satisfaction and use of flexible working arrangements

Abstract

Consequently, FWAs have negative impacts for some women, on job (part-time when used for extended periods, flexi-time), leisure (job-share, flexi-time), and life satisfaction (job-share).

Social network engagement and subjective well‐being: a life‐course perspective

“…Being in employment, education or retirement is associated with greater well-being, and unemployment has a generally negative effect (Krueger and Mueller 2012). Women report greater well-being, but this is not present for satisfaction with leisure, reflecting their greater household contribution (Wheatley 2017b).…”

“…Being in employment, education or retirement is associated with greater well‐being, and unemployment has a generally negative effect (Krueger and Mueller ). Women report greater well‐being, but this is not present for satisfaction with leisure, reflecting their greater household contribution (Wheatley ). Higher education levels generally equate to greater satisfaction, while those who are divorced or widowed report lower satisfaction (Dolan, Peasgood and White ).…”

The association between self-reported health, late career transitions and working time modulations in England

“…Even though there is an extensive knowledge of these arrangements at policy level (Bluestone and Rose 1998;Andor 2012;Berg et al 2015;Dubois et al 2016) or at the workplace level (Lewis et al 2017;Wheatley 2017) The association between health and working time can be assessed in two different ways, looking either at the way working time is organized or at the working time as such. On the one hand, one can focus on the potential role played by work arrangements in improving workers' health and this implies to account for the potential control workers would have on their working time.…”

Introduction to the Handbook of Research Methods on the Quality of Working Lives

“…Economic inactivity rates among women can be more than double those of men. Meanwhile, part-time work also remains much more common among women, accounting for around two-fifths of women in the UK, for example, compared with only around one-eighth of men (Wheatley, 2017a). Existing work-family and flexible working policies have been criticised for perpetuating current social constructs founded on masculinised full-time and often extensive, i.e.…”

“…intense working routines and work-family conflict (Kalleberg, 2012: 433). 'Good' work has positive impacts on job satisfaction, but also on overall well-being (Green, 2008(Green, , 2009Wheatley, 2017aWheatley, , 2017b. It has been found to be associated with better mental health and lower levels of stress (Wood, 2008).…”