Impact of Flexible Working Hours on Work-Life Balance

Shagvaliyeva, Sussanna; Yazdanifard, Rashad

doi:10.4236/ajibm.2014.41004

Cited by 108 publications

(118 citation statements)

References 18 publications

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“…It is about the flexibility that, according to the authors, can help workers balance work and family life, and increase women's labor force participation (Blázquez Cuesta &Moral Carcedo, 2014). Similar opinions shared by Shagvaliyeva and Yazdanifard (2014), admitting that flexible working hours promote and facilitate work-life balance.…”

Section: Literature Reviewmentioning

confidence: 78%

Part-Time Work as a Flexible Work Arrangement (European Context)

Mokrytska

Dolynska

2019

HSSR

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Purpose of the study: The main criterion for choosing a model of the organization of the workflow by the employer is the cost-effectiveness and rationality of using labor resources. It is proved that the greatest efficiency of the working process can be achieved through the correct combination of full-time work with elements of part-time employment. It seems possible to enshrine such models of labor relations at the level of the legislation of the EU and individual countries by introducing appropriate amendments to labor legislation. Methodology: Hermeneutics, formal-logical and comparative law were used as the main methodological tools. In addition, the methods of systemic and structural analysis were used to identify the most successful mechanisms for the legal regulation of relations in the field of part-time employment. The study of the provisions of local regulations governing contractual relations was of particular success in achieving the research results. Main Findings: A conclusion was made that the transition to part-time employment can only take place within the labor relations between the employee and the employer. It is achieved through a combination of the means of contractual practices such as early notification of the other party (initiative) and negotiations aimed at resolving all issues related to changing working conditions. It has been found that most of the legislative rules are aimed at workers of medium-sized and large enterprises, certain categories of employees and duration of relations. Applications of this study: The study has an extended practical application. First of all, it can be used for developing the most effective modern mechanisms of part-time employment at the level of national legislation. The conclusions and the results of the study can also be used by companies in developing intra-corporate regulations. Novelty/Originality of this study: All types of effective HR management models based on part-time employment have been identified for the first time based on the transition from full-time to part-time work or vice versa. It was also proved for the first time with the help of scientific methodology, that the transition to part-time employment can only take place within the framework of labor relations between the employee and the employer.

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Section: Literature Reviewmentioning

confidence: 78%

Part-Time Work as a Flexible Work Arrangement (European Context)

Mokrytska

Dolynska

2019

HSSR

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“…Among these innovations are sophisticated e-learning systems that can be used by corporates to effectively train and develop the skills of their human capital through the use of modern communication tools and networking technologies. Considering the growing interest in work-life balance [17,18,19], corporates can use e-learning to carefully balance their training and development needs with their employees' personal and professional lives in an effort to attract the best talent and retain high-potential employees. Retention of talent is seen as a key area and opportunity to maintain a competitive workforce [20,21] and is improved when employees are offered compensation and benefits, have a supportive work culture, can balance work and life activities and can develop and advance [22].…”

Section: Corporate E-learningmentioning

confidence: 99%

Examining the Effectiveness of Corporate E-Learning in Global Talent Management

Wong¹,

Sixl-Daniell²

2017

Int. J. Adv. Corp. Learn.

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Abstract-The purpose of this study is to examine the effectiveness of corporate e-learning in the context of talent management on a global scale. It begins with a discussion of the importance of talent management, the challenges in global talent management, and the role of corporate e-learning in global talent management. Data collected via an online survey from 74 students (global leaders from a multinational IT provider with more than 90,000 employees across 50 countries) enrolled in a customized corporate e-learning program is presented and discussed. The findings suggest that corporate e-learning can be used to develop talent attributes and skills such as problem solving, analytical, communication, research, and time management skills. Specifically, analytical, communication, and time management skills are important predictors of overall corporate e-learning experience, while analytical and research skills are important predictors of job performance. As part of global talent management, companies can enroll their A-players, high performers or high potentials into relevant corporate e-learning programs that can be used to effectively address the training challenges of a scattered workforce and improve coordination among internal and outside collaborators and partners in complex business processes and projects. The sample for this study was limited to a multinational IT services provider. Future research should extend the scope of data collection to include talents from a variety of organizations, as well as a variety of geographies and industries to further investigate the generalizability of these findings.

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“…According to research findings, employees perceive that flexible working makes employees "happy" and that there are attitudinal/behavioral links between this happiness, discretionary behavior and a number of performance outcomes. According to Shagvaliyeva and Yazdanifard (2014) happier than either full-time work or no work, because such jobs allow them to gain esteem through working, while obtaining social and self-esteem from being with and caring for their families and their homes. Graham (2014) in her study found that, flexible approaches to retirement and to part-time work are linked to higher levels of well-being, at least in labor markets where flexible work is a choice.…”

Section: Flexible Working Subjective Well-being and Intention To Leavementioning

confidence: 99%

Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being

Bozkurt¹,

Gürel²,

Kıran³

2017

The European Proceedings of Social and Behavioural Sciences

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The purpose of research is determining the effect of employee's flexible working attitude on intend to leave and subjective well-being. The sample of this research is employees of a company which applies flexible working and operates the area of organized industrial zones in Manisa. In this regard,164 employees which generally work in call center, joined the research as filling questionnaires. Non-being of the research which examines the flexible attitude, intend to leave and subjective well-being together in the body of literature becomes more attractive the topic. So, the result of this research will help not only academicians who interest the topic but also managers who apply flexible working with giving up-date information. Moreover, results may contribute to further researches which examine the topic from different aspects and relate different terms. Two research questions are concentrated here. One of them is whether existence of statistically meaningful connection between flexible working attitude and subjective well-being in offices. Whether existence of statistically meaningful connection between flexible working attitude of employees and intend to leave or not is the latter one.

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Impact of Flexible Working Hours on Work-Life Balance

Cited by 108 publications

References 18 publications

Part-Time Work as a Flexible Work Arrangement (European Context)

Part-Time Work as a Flexible Work Arrangement (European Context)

Examining the Effectiveness of Corporate E-Learning in Global Talent Management

Relationships Between The Flexible Working, Intention To Leave And Subjective Well-Being

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