Flexible Arbeitsmodelle für Führungskräfte. Zum Stand der Forschung

Gärtner, Marc; Garten, Thea; Huesmann, Monika

doi:10.1007/s41449-016-0038-3

Cited by 11 publications

(5 citation statements)

References 20 publications

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“…With regard to the flexibility of supervisors in terms of work location and hours, it was shown in the past and to some extent also in our study that various models are already offered and used, such as trust-based working hours. These topics appear to be particularly relevant not only concerning employer attractiveness and the recruitment or retention of supervisors, but also concerning the compatibility of work and private life, motivation, productivity and creativity [ 61 ]. However, results on flexibility are only transferable to a limited extent with regard to the depicted sectors, work tasks and employees’ needs for support.…”

Section: Discussionmentioning

confidence: 99%

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

Kordsmeyer

Efimov

Lengen

et al. 2022

J Occup Med Toxicol

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Background Social firms are companies on the general labour market which provide employment to people with severe disabilities. In this setting different job resources are offered for its employees, including social support or flexibility in terms of working hours, tasks or pace of work. However, to date, only limited evidence exists on the work and health situation of supervisors in social firms. Therefore, the study aims to explore job demands and resources of supervisors in social firms to increase knowledge in a little researched field and to develop recommendations for action on workplace health promotion. Methods Sixteen semi-structured telephone interviews were conducted with supervisors of social firms in the North of Germany within July and November 2020. Different sectors such as gastronomy or cleaning services as well as employment opportunities for people with different types of disabilities were included. The interviews were recorded, transcribed verbatim and analysed following the qualitative content analysis according to Mayring (deductive-inductive approach). Results Overall, a heterogeneous composition was aimed for in terms of age and gender distribution (68.75% were male and between 32 and 60 years old). Supervisors reported various job demands in social firms, including for instance emotional demands, conflicts between social and economic objectives, conflict management, exposure to heat, heavy lifting or constant standing. In contrast, a high meaning of work, possibilities in shaping the structure of the social firm, social support of colleagues or the management and the provision of an ergonomic work environment were highlighted as job resources. Further person-related demands (e.g. own expectations) and resources (e.g. patience) were underlined as well. Conclusion First exploratory insights were provided with reference to job demands and resources for supervisors in social firms. The overview on working conditions underlines the significance of a supportive work environment taking structural and behavioural-related implications into account to reduce demands and strengthen resources. Further interventional research is needed regarding the development, testing and evaluation of workplace health promotion interventions in social firms.

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Section: Discussionmentioning

confidence: 99%

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

Kordsmeyer

Efimov

Lengen

et al. 2022

J Occup Med Toxicol

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“…The discourse also often takes place under the label of new ways of working (NWW) (Brummelhuis et al, 2012;Demerouti et al, 2014;Handley et al, 2017). In all such discourse, temporal and spatial flexibility (time and location of work) are the main dimensions of flexibility in the workplace (Hill et al, 2010;Allen et al, 2013;Gärtner et al, 2016).…”

Section: Deconstructing Workplace Flexibilitymentioning

confidence: 99%

Working Anywhere, Anytime: An Experimental Investigation of Workplace Flexibility's Influence on Organizational Attraction

Schmoll¹,

Süß²

2019

mrev

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Offering workplace flexibility to attract new talent has become a strategic issue for many organizations. Workplace flexibility provides employees with the autonomy to choose when and where to perform their work. Even though there is some evidence of its positive influence on organizational attraction, research that differentiates the influence of temporal and spatial flexibility is lacking, leaving their separate and joint effects largely unclear. Furthermore, whether the principle of distribution influences this relationship is also unclear. Drawing on signaling theory, we perform an experimental study that helps to clarify how workplace flexibility influences organizational attraction. We conduct a randomized vignette-based experiment (N=334) that manipulates temporal flexibility, spatial flexibility and equity-based distribution. The results indicate significant main effects for both dimensions of flexibility, with temporal flexibility having a stronger influence. For the combination of temporal and spatial flexibility, we found an additive effect rather than a significant interaction. The experiment did not detect any evidence for a moderating role of equity-based distribution. The paper provides contributions to research and practice. Finally, we discuss our findings with regard to limitations and make suggestions for future research.

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“…Verschiedene Entwicklungen der letzten Jahrzehnte, wie beispielsweise neue Informations-und Kommunikationstechnologien, Globalisierung, Tertiarisierung, demografischer Wandel, Wertewandel hin zu Individualisierung bzw. Pluralisierung von Lebensentwürfen, die steigende Erwerbs-und Karriereorientierung von Frauen sowie zuletzt insbesondere die Covid-19-Pandemie führten zu einer erhöhten Nachfrage nach flexiblen Arbeitsformen (Ewinger et al 2016;Gärtner et al 2016). Besonders der Wertewandel in modernen Gesellschaften stellt einen wichtigen Einflussfaktor auf die Flexibilisierung von Arbeitswelten dar.…”

Section: Flexibilisierung Von Arbeitswelten In Der Digitalen Transformationunclassified

“…B. Fachkräftemangel, Covid-19-Pandemie) und lebensweltlichen Problemen der Beschäftigten (z. B. Vereinbarkeit Beruf und Familie) darstellt (Gärtner et al 2016). Auch empirische Studien verdeutlichen, dass flexibles Arbeiten zahlreiche Vorteile für Unternehmen, Mitarbeitende und die Gesellschaft mit sich bringt (siehe Abschn.…”

Section: Flexibilisierung Von Arbeitswelten In Der Digitalen Transformationunclassified

Flexibilisierung von Arbeitswelten in der digitalen Transformation – Ansatzpunkte für die erfolgreiche Gestaltung von Homeoffice

Müller

2021

Digitale Arbeitswelt

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Flexible Arbeitsmodelle für Führungskräfte. Zum Stand der Forschung

Cited by 11 publications

References 20 publications

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

Balancing social and economic factors - explorative qualitative analysis of working conditions of supervisors in German social firms

Working Anywhere, Anytime: An Experimental Investigation of Workplace Flexibility's Influence on Organizational Attraction

Flexibilisierung von Arbeitswelten in der digitalen Transformation – Ansatzpunkte für die erfolgreiche Gestaltung von Homeoffice

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