The Association between Working Hours Flexibility and Well-Being Prior to and during COVID-19 in South Korea

Nerobkova, Nataliya; Park, Yu Shin; Park, Sohee; Jang, Suk‐Yong

doi:10.3390/ijerph19148438

Cited by 3 publications

(2 citation statements)

References 35 publications

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“…Work time flexibility can be achieved based on formal or informal organizational practices [78]. When employees feel supported and encouraged by their organizations to manage non-work demands or challenges at work, such as when organizations give employees work time flexibility to care for children or family members, they are more likely to put forth greater effort in developing skills and personal effectiveness to manage their work and non-work demands and responsibilities, which increases their well-being [79] and also has a positive impact on their perception of psychological empowerment.…”

Section: Hypothesis Development 221 Flexible Work Arrangements and Ps...mentioning

confidence: 99%

Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective

Wang

Xie

2023

Sustainability

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This study explores the double-edged sword effect of FWAs on employee innovation performance based on the Demand–Resource–Individual Effect (DRIVE) model. A total of 411 valid questionnaires from knowledge-based employees were collected in three stages through a survey of technology-based companies in China. The data were analyzed using SPSS 25.0 and AMOS 22 software, and multi-level linear model analysis was conducted to test the double mediating effect of psychological empowerment and role ambiguity and the moderating effect of role breadth self-efficacy. This study found that, in terms of the job demand path, flexible work arrangements (FWAs) increased employees’ role ambiguity, which in turn decreased their innovation performance; in terms of the job resource path, FWAs increased employees’ psychological empowerment, which in turn increased their innovation performance. From the perspective of individual differences, under the flexible work system, employees with high role breadth self-efficacy can enhance their psychological empowerment and reduce role ambiguity, thus promoting their innovation performance. This study is the first to analyze the “double-edged sword” effect of FWAs on employee innovation performance based on the DRIVE model, which effectively extends the moderating variable of role breadth self-efficacy in the model and helps to understand the impact of different types of FWAs on employee innovation performance. In addition, this study provides a reference for technology-based companies to strengthen their digital capabilities and regulation of FWAs, which is conducive to achieving sustainable business development.

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Section: Hypothesis Development 221 Flexible Work Arrangements and Ps...mentioning

confidence: 99%

Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective

Wang

Xie

2023

Sustainability

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“…Additionally, higher job control can encourage employees to learn new things because they will perceive their work as more challenging [ 25 ]. Research by Joudrey and Wallace [ 34 ] and Nerobkova et al [ 35 ] revealed that having control over deciding how many hours to work can decrease depression, while employees will feel more empowered if their tasks are clearly defined [ 36 ]. Social support, presented through colleague and supervisor support, is a significant stimulus for employees’ development and well-being [ 25 , 36 ].…”

Section: Introductionmentioning

confidence: 99%

Significance of the Work Environment and Personal Resources for Employees’ Well-Being at Work in the Hospitality Sector

Bajrami

Petrović

Sekulić

et al. 2022

IJERPH

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The aim of the study was to investigate whether different elements of the work environment (manifested by job demands, job control, and social support) and personal resources were linked to employees’ well-being at work. Based on data gathered from 574 employees in the hospitality industry in Serbia, it was also tested if personal resources, expressed through self-efficacy, hope, optimism, and resilience, could moderate the relationship between work environment and employees’ well-being at work. Correlation analyses showed that high job demands had negative effects on employees’ well-being, causing negative emotional reactions to their job, while job control and social support developed positive relationships with positive employees’ well-being. The moderating effect analysis found that personal resources can fully moderate the relationship between job demands and well-being at work, and job control and well-being at work. On the other side, personal resources were not a significant moderator in the relationship between social support and well-being at work, indicating that even when employees have adequate personal resources, they are not enough to decrease the negative effects of lack of social support on employees’ well-being at work. This shows how important the support of supervisors and colleagues is for employees in hospitality.

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Flexible working arrangements on employee well-being concerning the mobile telecommunication industry

Edeh,

Zayed,

Faisal-E-Alam

et al. 2024

TQM

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PurposeThe well-being of employees is very crucial, especially for the survival and sustainability of the mobile telecommunication industry and thus, the deployment of flexible working arrangements becomes paramount for managers and industry practitioners to implement. This research aimed to assess the impact of flexible working arrangements on employee well-being within the mobile telecommunication industry.Design/methodology/approachUtilizing multiple linear regression analysis, the research tested hypotheses to examine the significance of the relationships. Grounded in the Border Theory of Balanced Work, the study sought to explore the relationship between flexible working arrangements, including flextime schedules, compressed workweeks and telecommuting and various dimensions of employee well-being.FindingsThe results of the study demonstrated a statistically significant positive effect of flexible working arrangements on employee well-being within the mobile telecommunication industry. It concluded that flexible working arrangements that are measured with a flextime schedule, a compressed workweek and telecommuting improve employee well-being through psychological well-being, social well-being and workplace well-being.Originality/valueThis research contributes to the existing body of knowledge by establishing a positive connection between flexible working arrangements and employee well-being in the context of the mobile telecommunication industry. Managers of telecommunication firms should continue with the implementation of flexible working arrangements to enhance the well-being of their employees. The study provides valuable insights for both scholars and industry practitioners, emphasizing the significance of continued implementation of flexible working arrangements to promote and sustain the well-being of employees.

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The Association between Working Hours Flexibility and Well-Being Prior to and during COVID-19 in South Korea

Cited by 3 publications

References 35 publications

Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective

Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective

Significance of the Work Environment and Personal Resources for Employees’ Well-Being at Work in the Hospitality Sector

Flexible working arrangements on employee well-being concerning the mobile telecommunication industry

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